The NAHT is to consult members on possible industrial action after the Welsh Government rejected the Independent Welsh Pay Review Body recommendation for a 4.8% pay award
A school leaders’ union is to consult its members on possible industrial action after the Welsh Government confirmed it is rejecting an independent body’s recommendation of a 4.8% pay award for leaders and teachers in Wales.
NAHT Cymru has responded strongly to a written statement from Education Minister Lynne Neagle confirming that the government plans to press ahead with the 4% uplift it had instead chosen to consult on for 2025/26. It is the first time the Welsh Government has gone below the Independent Welsh Pay Review Body recommendation on teachers’ pay.
The Nasuwt teaching union also expressed anger warning the rejection “set a dangerous precedent”. The Nasuwt also said options remain open as to whether to go into dispute with the Welsh Government over its decision. Sign up for our free daily briefing on the biggest issues facing the nation sign up to the Wales Matters newsletter here
The Independent Welsh Pay Review Body (IWPRB) was established in March 2019 as an independent body with the responsibility for making recommendations to the Welsh Government on the pay and conditions of school teachers and leaders in Wales. Until now Cardiff Bay has always accepted its recommendations, until last year when it offered slightly more. This is is the first time it has offered less.
The 4% pay rise the Welsh Government wants is in line with the rise planned for teacher in England. Education Minister Lynne Neagle has said that a higher rise would have meant cuts to school budgets elsewwhere.
Teaching unions have been campaigning for pay to be incrementally restored to 2010 levels after years of below-inflation pay increases in which they say salaries lost almost a fifth of their real-term value. They acknowledge that salary restoration to pre-austerity levels allat once is not realistic but have campaignd for pay restoration incrementally.
The NAHT and Nasuwt and other unions say below inflation wages increases for 15 years have fuelled the recruitment and retention crisis in Welsh schools.
Making her announcement Education Minister Lynne Neagle said: “I have considered the representations received from social partners through the consultation and confirm a 4% pay award will be implemented from September 2025.
“I commit to providing the additional funding to support schools to manage this increase, recognising the pressures they are under. Whilst I appreciate the frustration that this year’s pay award is below the IWPRB’s recommendation (of 4.8%), I reiterate the importance of providing full and sustainable funding for teachers’ pay.
“The additional funding I have committed to providing will support local authorities and schools with the budgetary impacts of the difference between the planned pay uplift and the actual pay award.
Responding to this Laura Doel, national secretary of NAHT Cymru, said: “To not even consult on the Independent Welsh Pay Review Body recommendation of 4.8% demonstrated that the review body process is flawed and that what an independent body recommends to pay teachers and leaders pales into insignificance when it might cost money.
“To say the school funding crisis is part of the consideration is totally unfair on school leaders and teachers, when the crisis is not of their making.
“We continue to dispute the claim this 4% will be fully-funded, given conversations with government about additional money being calculated on an average basis and local government funding inconsistencies.
“To say we are bitterly disappointed by this announcement is an understatement and we are consulting members on all next steps open to us as a union, including industrial action.”
Neil Butler, Nasuwt national officer for Wales, said: “This is the first time the Welsh Government has not accepted the recommendation from the IWPRB. It is a dangerous precedent. The IWPRB has been properly independent and done Wales a good service.
“The Welsh Government is saying the most they can affords is 4%but for the sake of that .8% they have undermined the independent review process.”
Mr Butler said his union may also now consult its members among various options available.
Claire Armitstead, Director of the Association of School and College Leaders (ASCL) Cymru, said: “The pay review body’s recommendation is made on the basis of what is required to ensure we have the teachers in our classrooms that our children and young people need.
“It is not acceptable for the Welsh government to fail to accept that recommendation and risks damaging teacher supply. We do recognise that the Welsh government has taken steps to fund the pay award so that it doesn’t impact on school budgets which are under intense strain.
“We now need to see all local authorities passing on this funding directly to schools, enabling them to meet the costs of this award. Too many schools in Wales are in a very challenging position financially and this funding is absolutely crucial in ensuring they are able to retain and hire the staff they require.”
NEU Cymru teacher members in Wales have voted overwhelmingly to reject the Welsh government’s 4% pay offer. In an online consultation, of those who voted, 79 per cent rejected the pay offer. NEU’s executive members are considering the next steps into the autumn term.
A Welsh government spokesperson said: “We recognise the strength of feeling of NAHT union members over pay. It is important that teachers’ pay is backed up by full and sustainable funding which is why we have agreed a 4% uplift from September.
“Continuing to work together, through our social partnership approach, to reward and recognise the excellent work that teachers do here in Wales is how we will continue to make improvements for our education workforce.”
The Written Statement on teacher pay from Lynne Neagle in full
In June, I published the sixth report of the Independent Welsh Pay Review Body (IWPRB) which made a recommendation in relation to teachers’ pay from September 2025.
After careful consideration of the financial implications, I then consulted with key stakeholders on a 4% pay award. I am today setting out my decision in relation to teachers’ pay for the academic year 2025/26, as I committed to doing by the end of the 2024/25 academic year.
I have considered the representations received from social partners through the consultation and confirm a 4% pay award will be implemented from September 2025. I commit to providing the additional funding to support schools to manage this increase, recognising the pressures they are under.
Whilst I appreciate the frustration that this year’s pay award is below the IWPRB’s recommendation, I reiterate the importance of providing full and sustainable funding for teachers’ pay. The additional funding I have committed to providing will support local authorities and schools with the budgetary impacts of the difference between the planned pay uplift and the actual pay award.
Meeting the cost of teachers’ pay is part of the core funding provided by local authorities as supported by the Local Government Settlement and Local Authorities will have been expected to plan their budgets to include the 2025/26 pay uplift within their settlement allocations. However, as the timing did not allow for inclusion of specific and unforeseen amounts within the Settlement, I am continuing the Welsh Government practice of providing additional grant funding in-year.
We will now begin the legislative process to give effect to this announcement with the aim of laying a School Teachers’ Pay and Conditions (Wales) Order as soon as possible after summer recess. We intend that this pay award will be effective from 1 September 2025 and implemented in time for October 2025 pay packets.
The specific timing of the implementation of the award will be a matter for employers once the pay Order is made. I will be impressing upon local authorities my firm expectation that this award is made as soon as possible.
The consultation responses showed broad support for the proposed removal of the application process for moving from the main pay scale to the upper pay scale from September 2025. As set out in my written statement of 10 June, I have committed to work with partners to consider options for the development and structure of a single consolidated pay scale and appreciate the willingness from partners to work with us on this matter.
I also recognise the important role ALNCos play in our education system, which is why I also consulted on moving them onto the leadership pay scale, as recommended by the IWPRB. I have received a number of helpful responses and my officials are working at pace with relevant social partners through the Teachers’ Pay and Conditions Partnership Forum on this matter. Additionally, I am pleased to confirm that the IWPRB are currently progressing the second the part of the remit for this year relating to leaders’ conditions of service and I look forward to receiving their report on that part of the remit later in the Autumn. I welcome the engagement of trade unions on these matters and I will provide an update in due course.
We remain committed to ensuring parity of pay between FE and schoolteachers. Therefore, I am pleased to confirm that pay parity will be maintained again this year, with the same offer of a 4% pay rise. We have budgeted for sufficient funding to be remitted to Medr to allocate to school sixth forms and colleges to meet this offer subject to the outcome of well-established joint pay negotiations between the FE sector and their recognised trade unions.
I would like to thank everyone who has participated and continues to participate in this process. Our partnership working approach is invaluable in shaping our policy here in Wales and I am committed to ensuring that we continue to work together to reward and recognise the excellent work of our teachers.
