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Head Teacher Salary: a Complete UK Guide

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Head teacher salary guide: Quick summary

  • As a UK head teacher, you could earn up to £140,000 depending on your location, experience and school.
  • The School Teachers' Pay and Conditions Document (STPCD) is the most useful source for understanding salary expectations in a state school.
  • Head teacher salaries can vary drastically depending on location, with inner London roles often offering higher salaries.
  • Teaching continues to be a profession that is highly in demand, with the government exceeding its target on recruiting teachers of specialist topics.
  • An MA in Educational Leadership builds the strategic, financial, and organisational skills expected at headship.

Understanding UK head teacher salaries

Taking on a head teacher role is an extremely rewarding career that offers lots of responsibility and the opportunity to make a real impact on students' lives. If you're considering becoming a head teacher, doing thorough research about the role, including what head teachers earn in the UK, can be useful in preparing you for this exciting position.

Here, we take you through the annual average salaries for head teachers in the UK, including factors that can influence this, such as location. All headteacher salary figures in this article for public schools have been sourced from the School Teachers' Review Body (STRB) annual report and the DfE School Teachers' Pay and Conditions Document (STPCD).

How do head teacher roles pay work in the UK?

For maintained schools in England, head teacher pay can vary based on factors like the size and complexity of the school and its location. Different salary ranges apply in Inner London, Outer London and the London Fringe compared with the rest of England. The School Teachers' Pay and Conditions Document (STPCD) provides the national framework for determining this pay.

The three-stage approach to determining a leadership pay range

Government bodies set pay within the national framework, and the relevant body must assign its school to a head teacher group according to school size and complexity. DfE advice sets out a three-stage approach to determining leadership pay, and the three stages include:

  • Defining the role and determining the head teacher group
  • Setting the indicative pay range
  • Deciding the starting salary and individual pay range.

The STPCD sets out an overall leadership pay range which puts an upper and lower limit on pay for all leadership teachers, and a further pay range for each of the eight school groups. For academies and independent schools, however, pay is not bound by the STPD, and schools are able to set their own independent salaries for head teachers.

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How do head teacher salaries differ by role level?

As is the case in most careers, your salary can also differ depending on your role level, such as whether you're a head teacher, assistant head teacher, deputy head teacher, or an executive head teacher. Below is a guide to the typical UK salaries by role level:

  • Assistant headteacher salary

    • Excluding London: £51,773 up to a school-specific maximum.
    • London: £53,198 to £61,554, depending on the school phase and the London pay area.

    As an assistant head teacher, you'd be paid within the statutory leadership group range, but the school determines an individual figure according to the responsibilities and challenges of the position, within that range.

  • Deputy head teacher salary

    • Excluding London: £49,227–£107,847
    • London: £50,370–£115,118, depending on the school phase and the London pay area.

    The full national range incorporates both primary and secondary deputy head teacher pay. The below are the pay points selected by the STRB for its salary criteria.

    • Primary deputy, England excluding London: £49,227–£77,709
    • Secondary deputy, England excluding London: £63,524–£107,847
    • Primary deputy, London: £50,370–£85,458
    • Secondary deputy, London: £64,604–£115,118.

Primary head teacher pay scales

Under the STPCD, Primary school head teachers are commonly found within Headteacher Groups 1–4, with larger schools potentially falling into higher groups. Schools are assigned a head teacher group based largely on pupil numbers, with additional weighting for factors such as pupils with special educational needs. This means a Group 4 head teacher typically has greater responsibility, often resulting in a higher pay range than a Group 1 head teacher.

Actual salaries depend on the school’s assigned head teacher group and locally determined individual pay range. Below is a guide to the primary headteacher salary UK ranges depending on head teacher group and location:

Head teacher group

England (excluding London) salary range

Inner and outer London salary range

Group 1

£58,569 – £77,924

£64,330 – £85,092

Group 2

£61,534 – £83,860

£67,312 – £91,564

Group 3

£66,368 – £90,255

£72,233 – £98,539

Group 4

£71,330 – £97,136

£77,719 – £106,043

Secondary school headteacher salary

Most mainstream secondary schools are assigned to Headteacher Groups 5 to 8, meaning their salary ranges are typically higher than those for primary head teachers. Secondary schools are often much larger, with more pupils of a higher age range, which also impacts their Headteacher groups.

Head teacher group

England (excluding London) salary range

Inner and outer London salary range

Group 1

£78,702 – £107,131

£85,751 – £116,747

Group 2

£84,699 – £118,169

£92,286 – £128,951

Group 3

£91,158 – £130,274

£99,323 – £142,157

Group 4

£100,540 – £143,796

£109,545 – £156,910

Executive head teacher (multi-school or MAT) average salary

Executive head teachers oversee more than one school, often leading improvement, strategy and performance across multiple sites while supporting or line-managing individual headteachers.

Pay varies considerably depending on:

  • Number of schools overseen
  • Total pupil numbers
  • Size of the leadership team
  • Whether the role is within a maintained school group or multi-academy trust (MAT)
  • Regional pay differences.

Many executive head teachers earn above the standard Headteacher Group 8 maximum because academy trusts have greater flexibility to set executive salaries, although the government does provide guidance on setting a salary. In the largest MATs in inner London, you can typically expect the highest salaries for executive head teacher roles. From October 2026, trusts must obtain DfE approval before advertising new executive posts paying more than £174,000 per annum.

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Chief executive of a multi-academy trust average salary

The salary for a chief executive of a multi-academy trust can often be significantly higher than pay for senior roles in single schools. Accountability for multiple schools also brings lots of responsibility and can therefore often lead to a higher salary. While the government don't currently publish an official, accurate survey for MAT salaries, the Confederation of School Trusts estimated a median salary of £149,790 for CEOs within school trusts in 2025. However, in some of the largest MATs in London, salaries are likely to reach an even higher figure.

Are you considering a senior leadership role in education? Explore our MA educational leadership course here.

Head teacher salary by location: London and excluding London

London has a significantly higher cost of living in the UK, so pay scales for head teachers in London often reflect this. The following figures cover the full statutory span between the minimum of head teacher Group 1 and the maximum of head teacher Group 8. Individual head teachers are assigned a narrower range within the group applicable to their school.

  • Inner London pay range: £68,361–£156,910
  • Outer London pay range: £64,330–£147,866
  • London fringe pay range: £60,001–£145,218
  • Rest of England: £58,569–£143,796.

(Source for all four location ranges: School Teachers’ Pay and Conditions Document 2025).

How is the head teacher pay scale calculated in Scotland, Wales and Northern Ireland?

Different UK countries operate on separate pay scales for heads. For example, Scotland publishes national salary scales data for head teachers based on school size and job-sizing. Current head teacher salaries range from approximately £66,894 to £115,212 (from August 2026), depending on the size of the school and the applicable head teacher point.

Wales, on the other hand, follows its own School Teachers' Pay and Conditions (Wales) Document, with statutory leadership pay ranges that mirror the English framework but are set separately by the Welsh Government. Individual headteacher salaries depend on the school's headteacher group and locally determined headteacher salary range:

Headteacher Group Salary range in Wales (2025/26)
Group 1

£59,597 – £79,288

Group 2

£62,612 – £85,329

Group 3

£67,531 – £91,836

Group 4

£72,579 – £98,836

Group 5

£80,080 – £109,005

Group 6

£86,183 – £120,238

Group 7

£92,754 – £132,555

Group 8

£102,299 – £146,313

Additionally, Northern Ireland uses seven principal groups rather than England's headteacher groups. From 1 September 2025, principal salaries range from £58,491 – £130,040, depending on school group and leadership spine point.

What factors can influence head teacher pay?

Like in most roles, certain factors can impact your salary as a head teacher, such as your own experience as well as the type of school you're working in.

Some factors that might influence pay include:

  • Ofsted rating and school improvement responsibility

    Schools facing significant improvement challenges often require greater leadership responsibility and expectations. A head teacher who is appointed to improve standards, raise pupil outcomes, or lead a school through an improvement journey may receive a higher salary within the available pay range. If you are looking for a challenge and want to really turn around the direction of a school, taking on this responsibility can be extremely exciting and rewarding.

  • Budget and staffing responsibility

    Of course, the size of a school's budget and workforce can also influence head teacher pay. Managing larger budgets and leading bigger teams usually involves greater financial, operational, and strategic responsibility. Governing boards may take this increased level of accountability into account when setting a head teacher's salary within the school's available pay range.

  • MAT-level roles sometimes come with a higher salary range

    Heads of MAT schools must supervise several schools and assist numerous leadership teams. Due to this increased responsibility, these roles often come with a higher salary. However, pay varies depending on the size of the trust and how many schools are a part of it.

  • Experience and track record in school improvement

    Like in any role, employers want to see a strong portfolio, and having evidence behind you of improving school performance and having impressive experience can be a bonus. This may lead to more senior, and therefore, higher-paying positions. Strengthening your profile with both experience and further education is an excellent way to increase your chances of landing a more senior role.

Your own professional development

Strengthen your leadership skills

Postgraduate qualifications and ongoing professional development can strengthen a head teacher's knowledge, leadership skills, and career prospects, although they do not automatically lead to higher pay. A recent YouGov survey found that around 74% of leaders consider professional development for teachers to be important for school improvement purposes.

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Postgraduate qualifications

Governing boards and academy trusts may view additional qualifications as evidence of a commitment to professional growth and creativity, particularly when they are directly relevant to school leadership or improving pupil outcomes. For example, a master's degree in education, leadership, or inclusion can help develop expertise and showcase learning responsibility in areas that are increasingly important within schools. This could include curriculum development and supporting children with diverse learning needs.

If you apply for a school business manager role, you'll also be expected to pass enhanced background checks and a DBS check.

Specialist courses

Similarly, specialist courses, such as Walbrook's Online MA Special and Inclusive Education, can demonstrate a deeper understanding of inclusive practice and educational leadership. When combined with strong experience and a successful track record, these qualifications may strengthen applications for more senior leadership positions or roles with greater responsibility, which can in turn offer higher salary opportunities.

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How to increase your head teacher salary

There are many things you can do to potentially increase your earning potential as a head teacher. For example, this can involve:

  • Moving to a larger school or more complex setting, where salary ranges are typically higher. More complex educational settings often also bring more responsibility, and can be a good option if you are ambitious and looking for a new challenge.

  • Taking on executive leadership across multiple schools or MAT-wide. For example, some teachers who have undertaken a master's degree in inclusive education might want to put it to use in a private special schools. This could be a great option that may also come with a salary increase or additional payments overtime due to additional responsibilities.
  • Building a track record in school improvement, particularly in challenging circumstances. Experience leading schools through periods of change, improving Ofsted outcomes, raising pupil attainment, or developing successful leadership teams, is often valued when applying for more senior positions that can come with higher pay.
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When to consider moving schools for a pay uplift

Do you feel like you're ready for change? Moving schools for an uplift in your own pay can be the right option in some situations, and might apply if:

  • You're ready for a brand new challenge: sometimes, taking on a role with more responsibility can feel right if you have found a role that better suits your experience.
  • You've reached the top of your school's pay range and want to take the next step.
  • You aren't using your skills to their full potential: you might simply feel that you have more to offer. This can be a sign you might benefit from moving schools and taking on another senior role. For example, is there more you could be doing with your specialised master's degree? Perhaps looking for a more specialised role could be a positive next step.
  • You've successfully led your school to significant improvement and are wondering what's next: you might have reached your professional goals in leading your school to improvement, and want to leverage your skills elsewhere.

However, there are still things to consider before making the move, such as the potential additional responsibility, the established school culture, and work-life balance. You might also want to look at Glassdoor reviews to get an idea of the school's values and what it is like to work there. Before you move, do your research into the school, and look into factors such as their Ofsted reviews, the cost of living in the area, and the size of the school.

Are you considering a new career in school business management? Find out how to become a school business manager.

How postgraduate study supports head teacher career progression

An MA in Educational Leadership is a great way to build the skills that will be vital to you as an educational leader, and will allow you to gain both the soft skills and industry knowledge that is required in a head role. The research and policy skills you will develop through postgraduate study are relevant to both system leadership and multi-academy trust (MAT) roles, so you can utilise your skills regardless of which direction you choose to go in.

Additionally, you can study flexibly alongside your education role, and choosing a fully online course means you can study as and when it suits you. Choosing postgraduate study can be a great way to upskill and refresh your knowledge of the current education system, preparing you for interviewing in senior head roles. You can visit our testimonials page to read about the benefits of choosing Walbrook.

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Is a head teacher career financially rewarding?

Teacher laughing with students

Being a head teacher can offer excellent job satisfaction, particularly if you're someone who enjoys making a real difference to the lives of students. Being a head teacher often offers long-term earning potential, particularly in MAT executive and independent sector roles. Additionally, head teacher salaries are often measured according to the type of school and responsibilities, meaning your pay will likely progress depending on how your role changes and grows.

However, being a head teacher also comes with lots of non-financial rewards that are appealing if you genuinely want to see change and improvement in a school. For example, you will enjoy professional autonomy, and you'll be trusted when it comes to improving standards in your school and making top-level decisions about school culture, rules and values. You also have the opportunity to have a significant impact on your community by leading by example and acting as a mentor to your colleagues and students.

Education shapes futures. It requires careful thought and a commitment to the human beings at the centre of it all. Our programmes give you the space to explore that thought and commitment.

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Robert WhiteAcademic Lead for Education at Walbrook

Explore the MA Educational Leadership Programme

Do you want to work as a head teacher or in a senior position in a school? Develop your leadership skills and gain a deep understanding of the educational systems with a Walbrook MA Educational Leadership online degree. Completing our MA Educational Leadership course is a great way to strengthen your profile and showcase your educational ability and commitment that schools often value in strong leaders.

You can expect to graduate in as little as one year, and you can study 100% online, from anywhere. This course is perfect if you are looking for an option that allows you to study around your teaching commitments, and you can even choose between full and part-time study.

Our course was created in London by educators advising UNESCO, ministries and global organisations, so you are in the best of hands when it comes to developing your skills. You also have the flexibility of choosing any start month, and you'll benefit from access to our online 24/7 Careers Hub for useful advice and insights.

With Walbrook, I can work within my own hours and structure my studies around my existing commitments without the need to commute. This has made it much easier to balance compared to my undergraduate studies

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Louise MarutaOnline Master's Student at Walbrook

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