A new academic year has started, and with it comes a crucial update for every school and academy across the nation: the School Teachers’ Pay and Conditions Document (STPCD) 2025. This document is pivotal in setting out the statutory pay and conditions for teachers in England, and staying on top of its changes is not just good practice – it’s a necessity for compliance. Our HR Team has been reviewing the latest version, and we’re here to highlight what you need to know to ensure your organisation is compliant this September.
What’s New in the STPCD 2025?
This year’s STPCD brings a few key changes that schools must be aware of. The main updates relate to:
- 2025 Pay Award: The new document naturally incorporates the 4% increase recommended by the STRB’s 35th Report, which will impact salary scales across the board. Schools will need to ensure their pay policies and individual teacher salaries reflect these updated figures.
- Changes to TLRs 1 and 2 Calculation: This is a significant area of change. From 1st September 2025, relevant bodies (schools/academies) may determine the value of any existing or new TLR1 and TLR2 payment based on the proportion of the TLR the teacher is undertaking (i.e., the proportion of the full-time equivalent responsibility). This means that where a part-time teacher takes on TLR1 or TLR2 responsibilities, schools are no longer mandated to use the pro-rata principle (as defined at paragraph 40.1) when setting the value of the payment. Similarly, a part-time TLR can now be awarded to a full-time teacher if the responsibilities are shared. It’s crucial that relevant bodies act fairly and appropriately in this determination.
There are further planned changes for 2026 where relevant bodies will be required to determine the values of all existing and new TLR 1 & 2 payments based on the proportion of the TLR the teacher is undertaking.
This does not remove the minimum and maximum values of the allowances stipulated in part 4, section 20.
It’s important to note that the pro-rata principle does not apply to any TLR3 award. To clarify the distinction, while the salary and any allowances of a part-time teacher (excluding TLRs) must still be determined in accordance with the pro-rata principle (paragraph 41.1), TLR payments specifically must follow the new principles set out in paragraphs 20.6-20.8 (paragraph 41.2).
- Flexible Working Information: In line with evolving workplace practices, the STPCD 2025 includes additional information relating to flexible working (Section Three, paragraphs 89-92). Expanding flexible working opportunities in schools is crucial for recruiting and retaining high-quality teachers, improving wellbeing, and promoting equality. While not every flexible working option will suit every teacher or school, it is vital to offer these opportunities where feasible. To assist schools, non-statutory guidance and a flexible working toolkit, including practical resources and an example policy, have been published to help leaders implement flexible working and support teachers in making requests.
What Schools Need to Do to Stay Compliant
With these changes on the horizon, proactive preparation is key. Here’s what your school or academy needs to do to ensure you’re up-to-date and compliant this September:
- Review and Update Your Pay Policy: Your school’s pay policy must be updated to reflect the 2025 pay award and, crucially, the new provisions for TLRs 1 and 2. This ensures transparency and adherence to statutory requirements.
- Communicate Changes to Staff: It’s vital to clearly communicate the updated pay scales and any changes to TLR calculations to your staff. This fosters good employee relations and prevents potential misunderstandings. Have a look on our Hub for your 2025/2026 pay statement templates.
- Review your with Flexible Working Policy: Understanding the new guidance on flexible working will enable your school to better support your staff and manage requests effectively. Review your current policy to see if these practices can be incorporated. This also aligns with best practices for staff wellbeing and retention.
- Assess Impact on Budget: The 2025 pay award will have budgetary implications. Ensure you have accurately forecasted and allocated funds to cover the revised salary costs.
- Seek Expert Advice: If you are unsure about any aspect of the STPCD 2025 or how to implement the changes within your school, it’s always advisable to seek expert HR advice. Getting it wrong can lead to serious compliance issues.
The School Teachers’ Pay and Conditions Document is a living document, and staying informed is crucial for the smooth operation and legal compliance of your school.
Our KCSIE and STPCD webinar on Tuesday 9th September will discuss the latest updates – book here.
If you would like assistance managing your change management processes, please get in touch with our education specialist HR Consultants on 01924 827 869 or leave a message here.
