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The financial year 2025 brings a significant development for thousands of teaching assistants (TAs) across England.
In a move that marks the latest step in ongoing negotiations between unions and local government employers, a 3.2% pay rise has been proposed for school support staff, including TAs.
This increase, announced by the National Employers for Local Government Services, is scheduled to take effect from 1 April 2025.
This update follows years of discussions around fair compensation for teaching assistants who play a vital role in the education system.
With pressures mounting on school budgets and economic uncertainties still looming, this pay deal has attracted considerable attention from unions, schools, and government bodies alike.
What Is the Teaching Assistant Pay Rise for 2025?
Teaching assistants (TAs) in England are due to receive a 3.2% pay rise starting from 1 April 2025.
This pay rise will apply to all staff on National Joint Council (NJC) pay points 2 to 43. It will also include any local authority employees graded below deputy chief officer.
This increase is part of a broader pay offer affecting school support staff across England and Wales.
The pay uplift is consolidated and permanent, meaning that it becomes part of the base salary rather than being a one-off bonus. Additionally, all related allowances, such as those for special responsibilities or shift work, will also rise by 3.2%.
The pay offer was made by the National Employers for Local Government Services and aligns with the unions’ long-standing campaign for more equitable pay among school support staff.
How Will This 3.2% Pay Rise Impact TA Salaries?
The proposed 3.2% increase will bring tangible improvements to TAs’ take-home pay. The following table illustrates examples of the new salary levels across selected NJC pay points:
Sample Annual Salaries Before and After 3.2% Increase
| NJC Pay Point | 2024 Annual Salary (£) | New Salary 2025 (£) | Increase (£) |
| 2 | 20,441 | 21,095 | 654 |
| 5 | 22,366 | 23,080 | 714 |
| 10 | 25,545 | 26,364 | 819 |
| 20 | 31,364 | 32,367 | 1,003 |
| 30 | 38,223 | 39,448 | 1,225 |
The salary increase is particularly significant for the lower end of the scale. Over the four-year period from 2021 to 2025, the lowest-paid employees could see a total rise exceeding £6,000 in their gross pay.
This increase not only reflects cost-of-living concerns but also signals a recognition of the critical role teaching assistants play in supporting both pupils and teachers.
Who Is Funding the Teaching Assistant Pay Rise in 2025?
According to the Department for Education (DfE), schools are expected to fund the pay rise through a mixed model. Schools must fund the first 1% of the increase through efficiencies, such as:
- Smarter procurement strategies
- Improved resource utilisation
- Optimising non-teaching staff deployment
The remaining 2.2% of the increase is expected to be covered using existing budget allocations and planned funding increases. The government believes schools have enough headroom in their budgets to absorb a total increase of 1.3%. However, the proposed 3.2% uplift exceeds that threshold, placing financial strain on schools.
Leaders from the Association of School and College Leaders (ASCL) have voiced concern that the funding model is unsustainable unless future pay rises are incorporated directly into school funding formulas.
What Are the Reactions from Unions and Local Government?
Unions representing school support staff have responded with cautious optimism to the 3.2% offer. GMB, UNISON, and Unite have all acknowledged the increase but have also highlighted that it falls short of their 2025 pay claim.
Earlier in the year, these unions submitted a joint request for:
- A flat £3,000 pay increase for all support staff
- An hourly minimum wage of £15
- One term-time leave day per year
- An additional paid holiday day
- A reduction in the standard workweek by two hours
While the 3.2% increase is the largest in recent years, union officials argue that it does not sufficiently address wage stagnation or workload concerns.
Local authorities, represented by the National Employers, have defended the offer as fair and economically realistic.
Councillor James Lewis, Chair of the National Employers for Local Government Services, acknowledged that councils face tough financial conditions but maintained the importance of making a reasonable offer.
The offer has sparked further discussion around sustainable funding models for school staff pay in future negotiations.
Will There Be Changes to the NJC Pay Scale Structure?
In addition to the 2025 pay rise, structural changes to the NJC pay scale are also expected. From April 2026, the lowest NJC pay point is set to be removed from the scale entirely. This decision will eliminate pay point 1 and restructure the bottom of the pay scale.
This change will:
- Raise the salary floor for new and current employees
- Simplify the lower end of the pay range
- Potentially improve recruitment and retention in support roles
While it does not directly affect 2025 pay, the announcement of future changes adds long-term significance to this year’s offer. Teaching assistants currently on the lowest pay points may see further improvement in their salaries over the coming year.
How Are Schools Expected to Handle Budget Constraints?
Budget management remains a pressing issue for headteachers and school business managers. According to feedback from various school leaders, the capacity to absorb salary increases without compromising on other services is becoming increasingly limited.
In light of the 3.2% pay increase, schools may need to:
- Reassess staffing levels and responsibilities
- Delay capital investments or building upgrades
- Reduce budgets for extracurricular or non-core activities
- Re-evaluate contracts for outsourced services
The Department for Education has suggested that improved productivity can help cover part of the cost. However, unions and professional bodies have challenged this view, arguing that most schools already operate with minimal financial flexibility.
Example Budget Allocation for a Primary School
| Budget Category | 2024 Allocation (£) | Post-Rise Allocation (£) | Change (%) |
| Staff Salaries | 480,000 | 495,360 | +3.2% |
| Learning Resources | 40,000 | 38,500 | -3.75% |
| Building Maintenance | 30,000 | 28,000 | -6.67% |
| Professional Development | 10,000 | 9,000 | -10% |
| Contingency Fund | 5,000 | 4,000 | -20% |
This table illustrates how a hypothetical school might reallocate its funds to accommodate increased salary expenses.
While salaries rise, cuts are often made to non-salary budget areas, potentially impacting the quality of education and resources.
What Other Demands Have Support Staff Unions Made?
The 3.2% pay offer for 2025, though welcomed by many, does not represent the full scope of what support staff unions are advocating for.
Unions such as GMB, UNISON, and Unite, which collectively represent hundreds of thousands of school support workers across the UK, have made it clear that their priorities go beyond annual pay increases.
Their demands reflect a broader campaign to improve both financial remuneration and working conditions for teaching assistants and other support staff.
Key Components of the Union Pay Claim
Earlier in 2025, these unions submitted a joint national pay claim calling for a £3,000 flat-rate increase for all employees covered under the NJC (National Joint Council) framework.
This demand was intentionally designed to deliver the largest percentage increases to the lowest-paid workers, who often experience wage stagnation and increased living costs without corresponding rises in income.
In addition to this headline figure, unions made several other demands aimed at improving the overall wellbeing and work-life balance of support staff:
- Minimum £15 hourly wage: A central part of the pay claim is the push for a national minimum rate of £15 per hour for all support staff. This would elevate many teaching assistants well above the current minimum wage and ensure that support staff are recognised as skilled professionals rather than low-paid helpers.
- One additional day of annual leave: Unions argue that the current leave entitlement is insufficient given the demands of the role. An extra day of paid leave would provide a modest but meaningful improvement to staff wellbeing and morale.
- Entitlement to one day of leave during term time: Teaching assistants are often restricted to taking holidays only during school breaks, unlike many other public sector workers. Allowing just one day of term-time leave per year would give staff greater flexibility for personal or family-related matters, especially in emergencies.
- Reduction in the standard working week by two hours: Many TAs are contracted to work over 30 hours per week, with additional unpaid hours often added on through extracurricular support, staff meetings, and preparation. A reduction in hours, without a reduction in pay, is viewed as a way to acknowledge this hidden workload.
The Rationale Behind the Demands
These union proposals are not just focused on financial gains. They are intended to address systemic issues within the school support staff workforce, including:
- Recruitment and retention challenges: Many schools struggle to retain experienced teaching assistants, partly due to low pay and limited career progression. Better terms and conditions could help attract new talent and retain skilled staff.
- Increased workload and responsibilities: Teaching assistants today often perform duties far beyond traditional support roles. These include working one-on-one with children with special educational needs (SEN), managing behaviour, planning activities, and handling safeguarding responsibilities. The unions argue that pay and working conditions have not kept pace with these growing expectations.
- Cost of living pressures: Inflation, rising energy bills, and higher housing costs have significantly affected lower-income households. Support staff, many of whom are in part-time or term-time only roles, are particularly vulnerable to these economic pressures.
Government and Employer Response
So far, the official response to these additional demands has been limited. The National Employers have made clear that their 3.2% pay offer represents a balance between rewarding staff and the financial constraints facing local authorities.
While they have acknowledged the difficult economic environment, they have not committed to implementing the wider set of demands laid out by unions.
The Department for Education has also not indicated any intention to fund or support structural changes to leave entitlements, minimum hourly pay rates, or contracted working hours. As a result, these demands are likely to be the subject of continued negotiations into 2026 and beyond.
Union representatives have already stated that while they welcome the 3.2% increase as a starting point, it does not meet the full scope of their expectations.
Ballots may be conducted to determine whether union members accept or reject the current offer, which could lead to industrial action or further negotiations depending on the outcome.
Broader Implications for the Education Sector
The expanded union demands highlight a shift in the way school support staff roles are being perceived and valued. Teaching assistants, administrative officers, midday supervisors, and other support staff are essential to the daily functioning of schools, yet often remain underappreciated in policy decisions.
By pushing for structural changes to pay and conditions, unions aim to professionalise these roles further and ensure that the education system retains the workforce it needs to deliver high-quality learning and care.
Ultimately, the outcome of these negotiations will set a precedent for future years, not only for teaching assistants but for the entire spectrum of non-teaching staff working in schools across the UK.
How Does the TA Pay Rise Compare to Teacher Pay Recommendations?
While the 3.2% increase for teaching assistants is now publicly confirmed, teachers are still waiting for an official pay announcement for the 2025–26 academic year.
The Department for Education has advised the School Teachers’ Review Body (STRB) to consider a 2.8% increase, but no final decision has been made.
Schools are reportedly planning for a potential 1.3% increase in funding for pay rises across both teachers and support staff. This figure falls short of both the 3.2% offered to TAs and the suggested 2.8% for teachers.
This funding disparity may create budget tensions in schools where leadership teams must balance pay equity with affordability. If the final teacher pay increase also exceeds 1.3%, many schools could face difficult financial trade-offs.
The inconsistency between confirmed and projected pay increases also complicates long-term planning and could impact recruitment across both teaching and support roles.
Conclusion
The 3.2% pay rise for teaching assistants in 2025 is a welcome acknowledgment of the vital role support staff play in the UK education system.
With the rise affecting all NJC pay points from 2 to 43 and including allowances, it represents a meaningful financial improvement for thousands of staff.
However, funding remains a central concern. With schools being asked to contribute 1% through internal efficiencies and manage the remaining costs from existing budgets, the risk of additional financial pressure is very real.
As unions continue to push for more comprehensive reforms, and with the structure of the NJC scale evolving, 2025 may prove to be a pivotal year in redefining the value and viability of teaching assistant roles.
FAQs About the Teaching Assistant Pay Rise 2025
What is the NJC pay scale and how does it affect TAs?
The NJC pay scale is a nationally agreed framework used by local authorities in England to determine salaries for support staff, including teaching assistants. It ensures uniformity and fairness in pay structures.
Will the 3.2% rise be backdated if implementation is delayed?
Typically, pay increases are implemented from the agreed date in this case, 1 April 2025. If delayed, unions may negotiate for backdating to ensure staff receive the full benefit.
How does the rise impact part-time teaching assistants?
Part-time teaching assistants will receive the 3.2% increase on a pro-rata basis, reflecting their contracted hours.
Are specialist roles like SEN TAs included in this raise?
Yes, all support staff on NJC pay points from 2 to 43, including SEN teaching assistants, are covered by the proposed 3.2% rise.
What happens if a school cannot afford the increase?
Schools may have to reassess budgets, reduce non-essential spending, or delay planned investments. In severe cases, they may seek local authority guidance or support.
Is this the final offer from employers for 2025?
As of now, this is the offer on the table. However, unions may continue negotiations, especially if members vote to reject the proposal.
How does this pay rise affect recruitment and retention of TAs?
Improved salaries may help with retention and attract new entrants to the profession. However, financial pressures on schools may still pose operational challenges.