School teachers’ pay 2022 to 2023 and 2023 to 2024

All the information you will need in relation to school teachers’ pay across 2022 to 2023 and 2023 to 2024. The LGA provides the secretariat for National Employers Organisation for School Teachers (NEOST).


The Government published the School Teachers Review Body (STRB) remit, covering a two year pay award period, late on 17 December 2021. 

The two-year pay award is being considered within the context of the Government's aim to deliver its manifesto commitment to introduce a starting salary of £30,000 outside of the London areas by the end of this Parliament, alongside the recently announced update to the education sector settlement in the Comprehensive Spending Review.

The STRB have been asked to look at a 'significant, but sustainable' increase in pay for experienced teachers with the aim of 'moving towards a relatively flatter pay progression structure'.

STRB remit and NEOST evidence for teachers’ pay 2022 to 2023 and 2023 to 2024

The following is the written submission from NEOST, together with the appendices referred to in the main submission.

Headlines of NEOST written response to STRB on teachers’ pay 2022 to 2023 and 2023 to 2024

The key NEOST's headlines to the STRB's call for evidence relating to the Government's published remit for the 32nd report is as follows, that:

  • NEOST is pleased that the Government committed a further £4.7 billion in the Comprehensive Spending Review 2021 (CSR 21) to the core schools’ budget.
  • We support the Government’s proposed two year pay award period, as this will provide some additional certainty on the level of pay awards for 2023/24, supporting the anticipated recruitment and retention of good teachers and school leaders and assisting financial and workforce planning.
  • NEOST supports the Government’s continued commitment to establish a future starting salary for teachers of £30,000 alongside ‘significant, but sustainable increases in pay for experienced teachers’. However, NEOST continues to hold the view that this policy should be seen in a wider context, to support the sufficient future supply and retention of all teachers and school leaders by ensuring an equal ‘cost of living’ increase for all teachers and school leaders.
  • Noting that pay bill is one of the highest demands on overall school budgets and noting that not all schools are in the same financial position, we continue to argue that adequate funding is needed to ensure these pay awards are possible for all schools. The majority of local authorities (LA) and maintained schools indicated in our survey that the likely pay award will have a significant to moderate impact on their budgets. 
  • Without adequate funding to cover continued cost pressures and any existing budget deficits, some schools will have to make savings elsewhere, potentially, exacerbating recruitment and retention difficulties through increased workload pressure. 
  • NEOST asks that any proposed changes to the ‘future operation of the pay framework’ allow adequate time to enable employers to effectively consult, plan, cost and implement.