NAHT has produced new gender pay gap analysis for schools to mark International Equal Pay Day on Thursday 18 September.

Figures analysed by the school leaders’ union using the latest Department for Education workforce data, show a persistent gap at every level, with little sign of it abating. This year the gap has actually widened again for most teachers and leaders.

While there are minimal improvements at head teacher level - the average pay gap for all head teachers narrowed over the last year - it still stood at a huge £8,480 in 2024/25.

However, the pay gap for women head teachers at age 60 is shocking, and it’s widening.  They were paid £15,851 less than their male counterparts , a 10% increase on the gap of £14,352 in 2023/24.

The gap begins to increase from age 35-39, with the difference in average salaries more than doubling by age 40-44 from £3,596 to £7,819.

While overall the average pay gap narrowed in both primary and secondary schools - from £2,608 to £2,188 for primary heads, and from £4,938 to £4,596 for secondary heads - NAHT says these are relatively small improvements and that this trend must continue and accelerate so equitable pay is achieved across all age ranges. The secondary pay gap remains the second largest in the last 14 years.

Gaps for other school leadership roles and teachers increased year-on-year.

For other leaders – for example deputy and assistant head teachers - it rose from £3,697 to £3,989, while for teachers it increased from £1,154 to £1,222.

Paul Whiteman, general secretary of school leaders’ union NAHT, said: “The persistence of this unjust gender pay gap is a real cause for concern - especially given there is a clear national pay framework and the majority of all types of leadership and teaching roles are held by women.

“At a time when schools are struggling with a severe recruitment and retention crisis, this is really unhelpful as they try to ensure they attract and keep hold of the best and brightest talents.

“And it is quite simply grossly unfair for the women affected. A small difference can accumulate to become a really big difference in overall earnings over the course of a career, with major implications for salaries and pension rights and entitlements.

“While there has been a small step in the right direction for head teachers over the last year, across all roles we have failed to see sustained progress in tackling this issue.

“We are calling on the government to urgently conduct a detailed pay equality analysis for gender, and all protected characteristics, to begin to try and make inroads into addressing this important issue.”

NAHT is also calling for the government to:

• Improve the national data, especially for senior leadership roles, to allow comprehensive analysis of all equality pay gaps.  

• Review the equality implications of the current pay system. 

• Renew or replace the EDI Hub funding, which was discontinued in 2020, to provide central support to help women into leadership through mentoring, coaching, and leadership development. 

• Provide greater support to help mitigate the systemic barriers to flexible working for all roles; and increase promotion of genuinely flexible approaches to working, including phased retirement options 

• Encourage better sharing of caring responsibilities, including paternal leave.  

• Ensure national, centrally funded, pay and conditions for parental and adoption leave.

ENDS

Notes to Editor

1. EDI hub funding was introduced in 2014 to support under-represented groups in their career progression and increase diversity within the education workforce. It was cut back in 2020 under the previous government. See https://www.gov.uk/guidance/equality-and-diversity-funding-for-school-led-projects
2. The analysis is based upon the latest DfE workforce data: https://explore-education-statistics.service.gov.uk/find-statistics/school-workforce-in-england/2024