Just so you’re looking at the right figures, if you decide to become an ECT in Inner London you will be paid the Inner London pay scale, which, as you’ll see below, is significantly more than the general UK pay scale.
For Early Career Teachers (ECTs) in London particularly, understanding these scales isn't just about knowing your gross salary - it's about planning your life, understanding your progression, and making sure you're being paid correctly from day one.
This change affects more than just your payslip. It reshapes how schools manage budgets, how career progression is rewarded, and how allowances and leadership ranges are applied. You’ll see how the new figures align with the School Teachers’ Pay and Conditions Document (STPCD) and what this means for your long-term earnings and pension contributions.
The New Pay Scales for 2025–26
Let's start with the numbers that matter most. The STRB has recommended a 4% increase across all pay scales for September 2025, which the DfE has accepted. Here's what you'll earn on the main pay scale (M1-M6):
England (excluding London area)
M1 (ECT Year 1): £32,916
M2 (ECT Year 2): £34,823
M3: £37,101
M4: £39,556
M5: £42,057
M6: £45,352
Outer London
M1 (ECT Year 1): £37.870
M2 (ECT Year 2): £39,851
M3: £41,935
M4: £44,128
M5: £46,800
M6: £50,474
Inner London
M1 (ECT Year 1): £40,317
M2 (ECT Year 2): £42,234
M3: £44,238
M4: £46,339
M5: £48,952
M6: £52,300
What's Changed from 2024–25?
The 4% increase might seem modest, but for an Inner London ECT in their first year, it means an extra £1,551 per year compared to 2024–25 rates. That's just a little under £100 more per month after tax and NI - enough to make a difference when London living costs keep climbing.
For context, this increase is below the current inflation rate but represents the government's attempt to balance teacher retention with budget constraints. The real-terms impact varies depending on your personal circumstances, but most ECTs will find their purchasing power just about keeping pace with inflation compared to last year.
Starting Your ECT Journey in September 2025
If you're beginning your teaching career this September, you should expect to start on M1 of the appropriate regional scale. Your contract or offer letter should clearly state your starting salary using the new 2025–26 figures.
What to Check Before You Sign
Your offer letter should specify:
Your exact starting salary (matching the M1 rate for your area)
Whether you're on Inner London, Outer London, or national scales
Any additional payments (TLRs, SEN allowances)
Your start date (this affects when pay increases kick in)
If your offer letter shows last year's salary figures, don't panic - but do ask for clarification. A simple email to HR asking "Can you confirm this reflects the 2025–26 STRB pay award?" is perfectly reasonable. Most schools update their paperwork over summer, but some lag behind.
Academy Variations
While maintained schools must follow STRB recommendations, academies have flexibility. However, the vast majority choose to match or exceed STRB scales to remain competitive. If you're joining an academy, specifically ask: "Does the school follow STRB pay recommendations?" during your interview or when reviewing your contract.
Progressing from Year 1 to Year 2
If you're currently in your first year and moving to Year 2 this September, congratulations - you're due an automatic move from M1 to M2, assuming you've passed your induction. This is the case for almost all ECTs in their second year.
How Progression Works
Pay progression for ECTs is straightforward:
Complete your induction year successfully
Your school processes the progression (usually automatic)
You move from M1 to M2 from 1 September 2025
Your new salary appears on September/October payslips
For Inner London teachers, this means jumping from £38,766 (old M1) to £42,234 (new M2) – a significant £3,468 increase combining both your progression and the 4% uplift. A nice thing to see in your pay packet after that first summer holiday you earned after the effort of your first year as an ECT!
When Things Go Wrong
If your October payslip still shows M1 rates, act quickly:
Check with your mentor that your induction was passed and recorded
Email your school's HR or business manager
Contact your union rep if there's no response within two weeks
Most progression issues are simple administrative oversights, easily fixed once flagged.
Understanding Your September Payslip
For many ECTs, that first “proper” payslip in September can be confusing. Here's how to decode it:
Key Elements to Find
Grade/Scale Point: Look for "M1 ILW" (Inner London Weighting), "M1 OLW" (Outer London), or just "M1" (national). Some schools use "MPS1" (Main Pay Scale 1) instead.
Annual Salary: This should match the figures above. If it doesn't, check whether you started mid-year or have additional responsibilities.
Gross Pay: Your monthly salary before deductions (annual salary ÷ 12).
Deductions:
Income Tax (20% on earnings above £12,570 and 40% over £37,701)
National Insurance (12% on earnings above £12,570)
Teachers' Pension Scheme (7.4% of gross salary for ECTs and 8.9% over £34,873)
Student Loan (if applicable - 9% above threshold of £28,470)
Net Pay: What actually hits your bank account.
A Real Example
Let’s break down a typical M1 Inner London ECT payslip for September 2025:
Gross annual: £40,317
Gross monthly: £3,359.75
Income tax: ~£462
National Insurance: ~£185
TPS pension (8.9%): £299.02
Take-home: £2,414
Remember, these figures vary based on your tax code and any other deductions.
Something that really makes a difference for the inner London ECT (which will be you if you come to Lambeth) is that you hit both the 40% tax bracket and the higher pension threshold. So, although you earn more by being on the Inner London Pay Scale, you lose a little bit more from your pay packet, but at least a chunk of that is going to your pension.
The Backpay Question
If your school implements the pay award late (common if announced in July/August), you're entitled to backpay from 1 September 2025.
How Backpay Works
Imagine the award is confirmed in late July but your school doesn't update payroll until October:
September: Paid at old rate
October: Paid at new rate PLUS two months of backdated increase
November onwards: Normal new rate
For an M1 Inner London teacher, two months’ backpay would be approximately £306 before tax - a much nicer surprise in your October pay packet.
Tracking Your Backpay
If you don't see backpay by November and you started before September, ask HR: "I believe I'm due backpay for the 2025–26 pay award from September. Could you confirm when this will be processed?"
Most schools are good about this, but some need reminding, especially smaller schools or those with outsourced payroll.
London Weighting: Is It Worth It?
The London salary boost is substantial. An Inner London ECT earns £7,401 more than a colleague outside London - that's nearly £620 extra per month before tax. Even Outer London provides a £4,954 annual boost.
However, consider living costs:
London rent typically costs £400-800 more monthly than elsewhere
Transport (even with Zip Oyster discount) adds £100-150 monthly
General living costs run 15-20% higher
The financial advantage of London weighting largely depends on your housing situation. Living with family or in subsidised accommodation? You're genuinely better off. Renting a one-bed flat alone? The weighting barely covers the difference.
That said, in our discussions with ECTs who have moved to London since the induction of September 2023, we have found that most living in Lambeth found the area affordable and the significant London salary to be enough to live in the area with short commutes to schools and a fantastic quality of life, even on their year one salary.
However, our conversations with ECTs who chose Lambeth for their ECT years have revealed that most living in Lambeth consider the area affordable. They found the substantial London salary sufficient to maintain a great quality of life and that they could afford rent with short commutes to work, even during their first year of employment.
Your Rights and Responsibilities
What You Can Negotiate
As an ECT, your basic salary is non-negotiable - you start on M1, period. However, you might discuss:
TLR payments for additional responsibilities
SEN allowances if working extensively with special needs
Recruitment incentives (some shortage subjects offer golden handshakes)
What You Can't Change
Your position on the pay scale (M1 for new ECTs)
The percentage increases set by STRB
Your regional weighting (determined by school location)
Looking Ahead: Your First Five Years
Understanding pay progression helps with financial planning. Here’s how that plays out if you’re an ECT and stay on in Lambeth:
Year 1 (M1): £40,317 (Inner London)
Year 2 (M2): £42,234
Year 3 (M3): £44,238
Year 4 (M4): £46,339
Year 5 (M5): £48,952
Year 6 (M6): £52,300
That's a £11,983 increase over six years - slightly over 29% salary growth assuming you progress annually and pay awards continue. However, progression beyond M6 requires additional responsibilities or moving to the Upper Pay Scale through successful application.
The Lambeth Context
For ECTs in Lambeth, the good news is that all maintained schools follow STRB recommendations fully. Major academy chains in the borough - including Dunraven, La Retraite, and the Charter Schools Educational Trust - also implement STRB scales.
Lambeth's proximity to Central London means you're firmly in Inner London weighting territory, maximizing your salary. The borough's commitment to supporting ECTs through high-quality mentoring and CPD also helps justify choosing to teach here despite living costs.
Taking Action: Your Next Steps
Check your contract matches 2025–26 scales
Set up a spreadsheet to track your take-home pay
Join a union if you haven't already – they're invaluable for pay queries
Understand your payslip from month one
Plan ahead – know when you'll progress and by how much
Remember, while pay matters, your ECT years are about developing excellence in teaching. The salary progression recognises your growing expertise, but the real reward comes from mastering your craft and making a difference to young people's lives.
Final Thoughts
The 2025–26 pay award provides clarity and modest improvement for ECTs. While the increase may do little more than keep pace with inflation, the structured progression through the pay scales offers a clear pathway for salary growth in your early career.
Stay informed, check your payslips carefully, and don't hesitate to ask questions about your pay. Your school's HR team, union representatives, and experienced colleagues are there to help ensure you're paid correctly for the vital work you do.
Teaching remains a challenging but rewarding profession. Understanding your pay and progression is just one part of building a sustainable, fulfilling career in education. Focus on your development, seek support when needed, and remember that your contribution to society extends far beyond any salary scale.