Headteacher Take-Home Pay UK 2026/27 -- Leadership Pay Spine Salary After Tax

Last updated: 21 June 2026Last reviewed: 21 June 2026How we verify

Headteacher pay in England is set by the Leadership Group pay spine within the School Teachers' Pay and Conditions Document (STPCD). Most headteachers in maintained schools earn between £67,000 and £136,000 depending on the school group size, location and performance. Academy trusts are not bound by the STPCD, and executive heads of large multi-academy trusts can earn considerably more. This guide explains the leadership pay spine, shows take-home estimates for 2026/27 after income tax, NI and Teachers' Pension Scheme contributions, and covers performance-related pay, London allowances and the key differences between maintained school and academy trust pay. All figures are estimates -- use the linked calculators for your personal circumstances.

Headteacher Pay Spine -- Indicative Ranges 2026/27

Indicative salary ranges for England (outside Inner London) based on STPCD leadership pay spine points. Actual spine point is set by governors within the appropriate group range. Inner London adds a substantial premium. Verify current STPCD point values on gov.uk.

Spine points	Typical role	Indicative salary	Notes
L18--L24	Small primary school head	£67,333--£77,195	Pupil numbers typically under 200; school group 1--2
L25--L31	Medium primary / small secondary	£79,475--£91,672	School group 2--3; established headteacher with performance progression
L32--L38	Large primary / medium secondary	£94,332--£109,636	School group 3--5; includes Inner London-style roles at top of range
L39--L43	Large secondary / multi-form entry	£112,694--£136,028	Large 1,000+ pupil secondary; school group 5--8 or Inner London uplift
Above L43	Executive headteacher / MAT CEO	£140,000--£220,000+	Academy trust pay; not bound by STPCD; must be disclosed in trust accounts

Headteacher Take-Home Pay -- Net Estimates 2026/27

2026/27 England rates. Income tax: personal allowance £12,570 (tapering above £100,000). Employee NI: 8% / 2%. TPS employee contributions: tiered 7.4%--11.7% of pensionable pay. No student loan deduction applied. Your actual take-home will differ.

Scenario	Gross	Income tax	NI	TPS pension	Net/year	Net/month
Small school headteacher	£72,000	£16,232	£3,451	£7,848	£44,469	£3,706/mo
Medium school headteacher	£85,000	£21,432	£3,711	£9,945	£49,912	£4,159/mo
Large primary / secondary HT	£100,000	£27,432	£4,011	£11,700	£56,857	£4,738/mo
Large secondary headteacher	£120,000	£39,432	£4,411	£14,040	£62,117	£5,176/mo
Top-of-spine / Inner London HT	£136,000	£47,403	£4,731	£15,912	£67,954	£5,663/mo

TPS contributions attract income tax relief at source (pension comes from pre-tax pay in payroll). Net figures show cash take-home excluding pension accumulation. Use the take-home pay calculator for your personal breakdown.

Teachers' Pension Scheme for Headteachers

The Teachers' Pension Scheme (TPS) is a defined benefit public sector pension, administered by Capita on behalf of the Department for Education. It is one of the most valuable non-salary benefits available to headteachers.

--2015 CARE arrangement: the main arrangement for active members since April 2015. Each year builds up 1/57th of pensionable pay as pension entitlement, revalued annually (CPI). At Normal Pension Age (State Pension Age), the accumulated benefit is paid as a guaranteed income.
--Employee contributions (2026/27): tiered from 7.4% (below £17,280) to 11.7% (above £75,001). A headteacher on £100,000 pays approximately 11% of pensionable pay -- approximately £11,000 per year into the scheme.
--Employer contributions: 28.68% of pensionable pay -- among the highest employer contribution rates of any public sector scheme. On a £100,000 salary the school (funded by the DfE) contributes approximately £28,680 per year. This does not appear in the headteacher's pay but represents a significant element of the total remuneration package.
--Early retirement: the 2015 scheme Normal Pension Age is State Pension Age (currently 66, rising to 67 in 2028). Drawing pension earlier reduces the annual amount by an actuarial factor. Many headteachers in the career average scheme find that retiring at 60 is financially feasible with careful planning, though the reduction factors have become more significant in recent years.

Annual Allowance: headteachers with long service or high salaries may approach the£60,000 annual pension allowance (2026/27). The TPS calculates the Annual Allowance usage as the increase in pension value x 16 plus any lump sum increase. Headteachers in this position should take specialist pension and tax advice.

Performance-Related Pay and STPCD Rules

Headteacher pay in maintained schools is governed by the School Teachers' Pay and Conditions Document (STPCD), published annually by the DfE following the recommendation of the School Teachers' Review Body (STRB). Key rules for headteacher pay:

--Pay range: governors must determine the headteacher's pay range before advertising the post. The range must sit within the relevant headteacher group range (based on the school's unit total). The individual's pay is then set within that range.
--Performance review: pay progression must be linked to performance objectives set at the beginning of the review year. Objectives should relate to school leadership, management and pupil outcomes. A positive review recommendation should lead to pay progression; a negative one does not require progression (and pay can be withheld but not reduced, subject to contractual provisions).
--Pay review cycle: annual pay review, typically with effect from 1 September. Budget constraints can legitimately be a factor in pay decisions but cannot override the STPCD requirements entirely.
--Allowances: in addition to the spine point salary, additional payments may be made for recruitment and retention (where the market requires it), temporary additional responsibilities, or relocation. London allowances are part of the STPCD structure and are not discretionary for eligible schools.

Academy Trusts vs Maintained Schools -- Pay Differences

Approximately half of all schools in England are now academies and therefore outside the STPCD framework. In practice, many academy trusts voluntarily follow the STPCD, but there is no obligation.

--Single academy trusts (SAT): often follow STPCD pay scales for simplicity and to remain competitive in local teacher recruitment markets.
--Multi-academy trusts (MAT): large MATs increasingly develop their own pay structures. Executive headteachers or CEOs of large MATs (managing 20+ schools) routinely earn£150,000--£220,000+. This pay must be disclosed in the trust's published accounts and is subject to audit.
--TPS membership: academy schools can participate in the TPS. From September 2020, the government committed to fund the employer contribution uplift for academies, removing a previous financial disincentive. Most academies remain in the TPS.
--Salary transparency: academy trusts must publish the number of employees in pay bands above £60,000 (in bands of £10,000) in their accounts. Individual pay of very senior employees (typically CEO level) is often disclosed by name. This transparency is not required for individual headteachers in maintained schools in the same way.

Frequently Asked Questions

How much does a headteacher earn in England in 2026/27?

Headteachers in maintained schools in England are paid on the Leadership Group pay spine, which runs from L1 to L50. Most headteachers are paid between L18 and L43, corresponding to approximately £67,333 to £136,028 per year (indicative 2025/26 figures, subject to the annual STPCD review). The actual spine point depends on the school's group (determined by pupil numbers and other factors), the headteacher's performance, and whether the school is in Inner London (which adds a substantial London allowance). Academy trust pay is set independently of the STPCD.

What is the take-home pay for a headteacher earning £75,000?

A headteacher earning £75,000 gross in England in 2026/27 pays approximately £24,772 in income tax (personal allowance £12,570, 20% on £37,700, 40% on £24,730) and approximately £3,734 in employee NI (8% on £37,700 above the primary threshold of £12,570, 2% on £24,730). Teachers' Pension Scheme employee contributions at 8.6% of pensionable pay amount to approximately £6,450. After all three deductions, take-home is approximately £40,044 per year or £3,337 per month. Use the calculator for your exact figures.

What is the Teachers' Pension Scheme (TPS) for headteachers?

The Teachers' Pension Scheme (TPS) is a defined benefit pension scheme for teachers and school leaders in England and Wales. Most active members are in the 2015 career average (CARE) arrangement: 1/57th of pensionable earnings is added to the pension each year, revalued annually. Employee contribution rates for 2026/27 are tiered: 7.4% up to £17,280, rising to 11.7% on earnings above £75,001. Employer contributions are 28.68% of pensionable pay -- one of the most generous employer rates in any UK pension scheme. The Normal Pension Age for the 2015 scheme is State Pension Age.

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What is the leadership pay spine?

The Leadership Group pay spine runs from L1 to L50 and applies to headteachers, deputy headteachers and assistant headteachers in maintained schools in England. Pay ranges are set annually in the School Teachers' Pay and Conditions Document (STPCD), published by the DfE. Headteachers are typically appointed at a spine point within the headteacher group range, which is set by governors based on the school group size. The school group is determined primarily by the number of pupils on roll (unit total), with adjustments for factors such as boarding provision and special educational needs. Governors must set the headteacher's pay range within the relevant group range, with performance-related progression.

What is the difference between a maintained school and an academy for headteacher pay?

In a maintained school (local authority-controlled), the headteacher's pay must comply with the STPCD, including the leadership pay spine. In an academy, free school or multi-academy trust (MAT), there is no legal requirement to follow the STPCD -- academies can set their own pay scales. In practice, many academy trusts pay headteachers on the STPCD spine or close to it. However, executive headteachers and CEOs of large MATs are often paid well above the STPCD maximum -- executive heads of large trusts commonly earn £150,000--£220,000+ per year. Academy trust pay must be reported in the annual accounts.

What is the take-home pay for a headteacher earning £100,000?

A headteacher earning £100,000 gross in 2026/27 (England) pays approximately £32,932 in income tax (personal allowance begins tapering above £100,000: on exactly £100,000 the full £12,570 allowance is retained) and approximately £4,934 in employee NI. Teachers' Pension employee contributions at approximately 11% of pensionable pay amount to approximately £11,000. After all deductions the take-home is approximately £51,134 per year or approximately £4,261 per month. Note that on £100,000 the personal allowance is at the threshold; any pay above £100,000 triggers the taper and creates a 62% effective marginal rate.

Do headteachers pay London weighting?

Headteachers and school leaders in maintained schools in Inner London, Outer London and the London Fringe receive additional London Allowances on top of their spine point salary. For 2025/26 (subject to the annual STPCD uplift), the Inner London allowance for leadership group members is an enhanced pay scale range -- spine point values in Inner London are substantially higher than in the rest of England. The exact amounts vary by spine point. Academy schools in London may apply similar allowances or set their own London premiums.

How does performance-related pay work for headteachers?

Headteacher pay progression in maintained schools is determined by the governing body (or academy trust board). Governors must assess performance against agreed objectives set at the beginning of each cycle, typically linked to school development priorities, pupil outcomes and leadership effectiveness. Positive performance review should lead to pay progression within the headteacher's pay range; sustained high performance may lead to a revised (higher) pay range. Pay progression is not automatic: it requires a formal recommendation from the performance reviewer (usually the chair of governors, often with an external adviser). Governors must have due regard to the school's budget when making pay decisions.

What additional responsibilities do headteachers have that affect their pay?

In addition to leadership of a single school, headteachers may take on additional responsibilities that attract additional payments or role changes. Executive headteachers lead two or more schools simultaneously, typically as part of a federation or MAT, and are paid on higher spine points accordingly. National Leaders of Education (NLE) and Local Leaders of Education (LLE) provide support to other schools through system leadership roles. Teaching and Learning Responsibility (TLR) payments do not apply to headteachers (they apply to classroom teachers), but additional payments may be made for specific responsibilities outside the headteacher job profile, within STPCD rules.

How does a headteacher's salary compare to other public sector leadership roles?

At the upper end of the headteacher pay spine (L40+, approximately £120,000--£136,000), a headteacher earns broadly comparably to a senior NHS consultant or a senior civil servant at Grade 6/7. Senior police officers at superintendent rank (approximately £60,000--£90,000) earn less than most established headteachers. Executive headteachers and MAT CEOs at £150,000--£220,000 compare to NHS trust directors and senior civil servants at SCS Pay Band 1--2. All receive generous defined benefit public sector pensions that significantly enhance the overall value of the package compared to private sector equivalents.

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About the author

Emma Clarke

UK Tax Writer

Emma Clarke has been writing about UK personal tax since 2018, with a particular focus on Self Assessment, PAYE coding and the practical mechanics of how HMRC actually applies the rules to ordinary salaries. Her work concentrates on translating the dense language of HMRC manuals and Finance Act schedules into worked examples that show, pound by pound, how income tax and National Insurance reduce a gross salary to the figure that lands in a UK bank account. Emma covers the full PAYE lifecycle: tax codes (1257L, BR, K codes, emergency codes), the Marriage Allowance, the High Income Child Benefit Charge, salary sacrifice arrangements and their effect on pensionable pay, the Apprenticeship Levy, and the differences between the rUK and Scottish income-tax regimes. She is particularly interested in the edge cases that catch PAYE employees out — the £100,000 personal-allowance taper, the 60% effective marginal rate it creates, and the interaction between student-loan plans and pension contributions. Every figure in Emma's articles is verified against the current HMRC rates pages and worked through a Self Assessment calculation by hand before publication. She writes to CalcHub's editorial standards: primary-source citations, plain English, no promotional language, and clear "this is general information, not financial advice" disclaimers where appropriate.

Personal-finance writer since 2018
UK tax specialism — PAYE, Self Assessment, National Insurance
Writes to CalcHub editorial standards (primary-source citation, annual review)

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