Last Updated on AUG 17, 2026
Are teaching assistants getting a pay rise in 2026? A pay increase has now been formally offered for many teaching assistants covered by NJC Green Book arrangements, but the 2026/27 award has not yet been agreed.
On 24 March 2026, the National Employers made a full-and-final offer of a 3.3% increase on NJC pay points 3 to 43 and NJC allowances, with effect from 1 April 2026.
However, UNISON, GMB and Unite have rejected the offer, meaning the national pay dispute remains unresolved.
Key takeaways from this update:
- Employers have offered a 3.3% pay increase for 2026/27
- The offer would take effect from 1 April 2026 if agreed
- UNISON, GMB and Unite have rejected the employer offer
- Unions originally sought at least £3,000 or 10%, whichever is greater
- The union claim also seeks a minimum NJC rate of £15 per hour
- The 2026/27 national pay settlement remains unresolved
The 3.3% employer offer applies from 1 April 2026 and covers NJC points 3–43 plus allowances.
What Is the Latest Update on Teaching Assistant Pay Rise in 2026?
The question of whether teaching assistants are getting a pay rise in 2026 continues to gain attention across the UK education sector.
The 2026/27 pay round has now moved beyond the initial proposal stage. On 24 March 2026, the National Employers made a full-and-final offer of a 3.3% increase, effective from 1 April 2026, on NJC pay points 3 to 43 and relevant allowances.
However, the offer has not been accepted. UNISON, GMB and Unite rejected the 3.3% proposal after arguing that it did not go far enough to address pay pressures affecting council and school support staff.
The dispute has since moved towards potential industrial action. UNISON held an industrial-action ballot involving council and school workers in England and Cymru, which closed on 6 August 2026.
Its Northern Ireland ballot is scheduled to run from 8 September to 13 October 2026. GMB has also confirmed that its members rejected the offer and that further consultation is taking place over potential targeted local industrial action.
As of now 2026, the key position is:
-
- Employers have made a full-and-final 3.3% offer
- The proposed effective date is 1 April 2026
- All three recognised NJC unions have rejected the offer
- The unions’ original £3,000-or-10% claim has not been accepted
- The proposed £15 minimum hourly rate has also been rejected by employers
- The final 2026/27 NJC pay settlement remains unresolved
The employer offer and the rejection of the additional union demands are confirmed by the Local Government Association.
This ongoing uncertainty means that teaching assistants are closely monitoring updates from unions and local authorities.
The outcome will depend on multiple factors, including government funding, local council budgets, and negotiation outcomes.
What Pay Rise Have Unions Proposed for Teaching Assistants in 2026?
The proposed teaching assistant pay rise for 2026 reflects a significant shift compared to recent years.
Trade unions, including UNISON, GMB, and Unite, have jointly submitted a strong claim aimed at addressing long-standing concerns about low wages in school support roles.
The core elements of the proposal include:
- A pay increase of £3,000 or 10 per cent, whichever is higher
- A minimum hourly wage of £15 for all affected staff
- Adjustments to pay structures to support lower-paid employees
This proposal is designed to bring teaching assistant salaries more in line with current living costs and to improve recruitment and retention within schools.
Union Pay Claim Breakdown for 2026
| Issue | Union Claim | Employer Response |
|---|---|---|
| Pay increase | At least £3,000 or 10%, whichever is greater | 3.3% offered |
| Minimum hourly rate | £15 per hour | Rejected |
| Working week | Two-hour reduction without loss of pay | Rejected |
| Annual leave | One additional day | Rejected |
| Term-time leave | One paid leave day during term time for school staff | Rejected |
| Level 1 teaching assistants | Abolish Level 1 and move affected staff to Level 2 | Rejected |
| Effective date of employer offer | — | 1 April 2026 |
The difference between the two sides remains substantial. While unions sought at least £3,000 or 10% alongside wider improvements to pay and conditions, employers offered a 3.3% increase and rejected the other main elements of the claim.
A teaching assistant working in a secondary school shared a realistic perspective
“We are expected to support children with complex needs, manage classroom behaviour, and assist teachers daily. The current pay does not fully reflect that level of responsibility.”
This kind of feedback has strengthened the unions’ position during negotiations.
How Are Teaching Assistant Pay Increases Decided in the UK?
Teaching assistant pay increases are determined through a structured negotiation process led by the National Joint Council. This body brings together employer representatives and trade unions to agree on annual pay awards.
The process typically involves several stages:
- Submission of a pay claim by unions
- Review and counter proposals by employers
- Negotiation meetings over several months
- Final agreement or revised offer
Who Is Responsible for Setting TA Salaries?
Local authorities are primarily responsible for implementing pay scales based on NJC agreements. Most state schools follow these guidelines, although academies may have some flexibility.
When Will the 2026 Pay Decision Be Announced?
Pay decisions are usually finalised between mid and late year. Delays are common due to the complexity of negotiations and funding considerations.
NJC Pay Decision Timeline
| Stage | Latest Position |
|---|---|
| Union claim submitted | 1 December 2025 |
| Employer offer | 24 March 2026 |
| Employer offer | 3.3% |
| GMB member vote | Offer rejected |
| UNISON England and Cymru strike ballot | Closed 6 August 2026 |
| UNISON Northern Ireland ballot | 8 September to 13 October 2026 |
| Final 2026/27 settlement | Not yet agreed |
There is also an important longer-term change for teaching assistants in England.
The government is establishing the School Support Staff Negotiating Body (SSSNB), a statutory body that will negotiate minimum pay and conditions for eligible school support staff, including teaching assistants.
The Department for Education says existing arrangements will continue for the 2026/27 financial year, with the SSSNB planned to be formally established in autumn 2026.
The first pay or contractual improvements arising from SSSNB negotiations are expected from 2027/28 at the earliest.
This structured approach ensures that both employee needs and employer constraints are considered before finalising any pay increase.
How Much Did Teaching Assistants Earn After the 2025 Pay Rise?
The 2025 pay award for teaching assistants resulted in a 3.2 percent increase across NJC pay scales. While this provided a modest boost, it was widely viewed as insufficient when compared to inflation and rising living costs.
The increase applied to all pay points, meaning that most teaching assistants saw a small rise in their hourly and annual earnings.
Teaching Assistant Pay Overview in 2025
| Pay Aspect | Confirmed NJC Position |
|---|---|
| 2025/26 NJC pay award | 3.2% |
| Effective date | 1 April 2025 |
| SCP2 | Deleted from 1 April 2026 |
| Lowest active NJC point before 2026/27 settlement | SCP3 |
| SCP3 full-time-equivalent salary | £24,796 |
| SCP3 hourly rate | £12.85 |
Despite the increase, many teaching assistants reported that their financial situation did not improve significantly. Rising costs in housing, energy, and food continued to outweigh the benefits of the pay rise.
How Much Could Teaching Assistants Earn If the 2026 Pay Rise Is Approved?
If the proposed pay rise for 2026 is accepted in full, teaching assistants could see a substantial increase in their earnings. The exact figures will depend on individual pay bands and working hours, but projections suggest a meaningful improvement.
Estimated Salary Comparison for Teaching Assistants
| 2026/27 Pay Position | Latest Figure |
|---|---|
| Employer offer | 3.3% |
| Employer offer applies to | NJC pay points 3–43 |
| Proposed lowest NJC hourly rate after offer | Around £13.28 |
| Union pay claim | At least £3,000 or 10%, whichever is greater |
| Union minimum-rate target | £15 per hour |
| Current status | Not agreed |
The LGA’s 2026 pay material shows the pending 3.3% offer taking the bottom NJC rate from £12.85 to approximately £13.28 an hour, while the union side continues to seek a £15 minimum.
Why Are Teaching Assistants Asking for a Higher Pay Increase?
The growing demand for a higher teaching assistant pay rise in 2026 is not a sudden development. It is the result of long-term financial pressure, changing job expectations, and structural issues within the UK education system.
Teaching assistants play a critical role in supporting pupils, managing classroom behaviour, and assisting teachers, yet their wages have remained relatively low compared to the level of responsibility they carry.
One of the most significant drivers behind the demand is the rising cost of living across the UK. Over the past few years, essential expenses such as housing, energy bills, food, and transport have increased considerably.
For many teaching assistants, especially those working term-time only contracts, this has created ongoing financial strain.
At the same time, the role of teaching assistants has evolved. They are now more involved in delivering targeted interventions, supporting children with special educational needs, and managing small group learning. These added responsibilities have not always been matched by corresponding increases in pay.
Key reasons behind the demand include:
- Rising cost of living across the UK
- Increased workload and responsibilities in classrooms
- Difficulty in recruiting and retaining experienced staff
A teaching assistant working in a primary school described this shift clearly
“When I started, the role was more about helping the teacher. Now we are expected to lead groups, support children with complex needs, and sometimes manage whole classes. The pay has not kept up with those changes.”
Recruitment and retention have become major concerns for schools. Many experienced teaching assistants are leaving the profession for better paid roles in retail, administration, or other sectors. This creates instability within schools and places additional pressure on remaining staff.
A school business manager highlighted the issue clearly
“We are seeing more vacancies for support staff, and fewer applicants. Pay is one of the main reasons people are leaving or not applying at all.”
This reflects a wider trend across the education sector. Support staff roles are becoming harder to fill, not because they are less important, but because they are no longer financially sustainable for many workers.
As a result, unions are pushing for a more substantial pay increase to address these long-standing challenges and to ensure that teaching assistants are fairly compensated for their work.
What Factors Could Affect the Final Teaching Assistant Pay Rise in 2026?
While there is strong justification for a higher teaching assistant pay rise, the final outcome of the 2026 negotiations will depend on a range of financial, political, and economic factors.
The process is not solely driven by union demands. Employers must also consider affordability, sustainability, and broader public sector constraints.
One of the most important factors is government funding. Schools and local authorities rely heavily on central government budgets to cover staffing costs.
If additional funding is not provided, employers may struggle to meet the full demands of the union pay claim.
Local authority budgets also play a crucial role. Councils are responsible for implementing NJC pay awards, and many are already facing financial pressure due to rising service costs. This can limit their ability to agree to large pay increases without additional support.
Economic conditions, particularly inflation, are another key influence. High inflation increases the urgency for higher pay rises, as employees seek to maintain their standard of living. However, it also creates challenges for employers who must manage rising operational costs.
Key influencing factors include:
- Government funding allocated to schools
- Budget constraints within local authorities
- Wider economic conditions including inflation
- The strength and outcome of union negotiations
Key Influencing Factors on Pay Decisions
| Factor | Impact on Pay Rise |
|---|---|
| Government Funding | Determines overall affordability |
| Inflation Rates | Increases demand for higher wages |
| Union Negotiations | Shapes the scale of proposed increases |
| School Budgets | Limits how much employers can offer |
This highlights the complexity of the negotiation process. While there is clear support for improving teaching assistant pay, reaching an agreement requires balancing fair wages with financial sustainability across the education system.
Will Any Teaching Assistant Pay Increase Be Backdated?
Backdating is a well established practice within NJC pay agreements and is highly relevant to the 2026 teaching assistant pay rise discussions.
In most cases, even if a final agreement is reached later in the year, the increase is applied retrospectively from the start of the financial year in April.
This means that teaching assistants do not lose out financially due to delays in negotiations. Instead, they receive compensation for the period between April and the date the agreement is finalised.
If a pay rise is confirmed, teaching assistants could receive:
- A lump sum payment covering the months before the agreement
- An updated salary moving forward based on the new pay scale
Backdating Example Scenario
| Scenario | Outcome |
|---|---|
| Agreement in July 2026 | Pay rise applied from April 2026 |
| Months Backdated | Approximately 3 to 4 months |
| Payment Type | Lump sum plus revised ongoing salary |
Backdating provides reassurance for teaching assistants during uncertain negotiation periods. It ensures that even if discussions take longer than expected, employees still benefit fully from any agreed increase.
How Could a Pay Rise Impact Schools and Support Staff?
A significant teaching assistant pay rise in 2026 would have a broad impact on both staff and schools.
While the primary benefit would be improved financial wellbeing for teaching assistants, there are also wider implications for school operations and budgets.
For teaching assistants, a higher salary would directly improve their quality of life. Increased earnings can reduce financial stress, improve job satisfaction, and make the role more attractive to new applicants.
Key benefits for teaching assistants include:
- Higher take home pay
- Improved morale and motivation
- Greater job stability and retention
Improved pay can also lead to better outcomes for pupils. When schools are able to retain experienced support staff, there is greater consistency in the classroom and stronger relationships between staff and students.
However, the impact on schools is more complex. Staffing costs make up a large portion of school budgets, and any increase in pay must be carefully managed.
Challenges for schools may include:
- Increased expenditure on staff salaries
- Need to reallocate budgets from other areas
- Pressure to secure additional funding
This demonstrates the dual impact of a pay rise. While it brings clear benefits to staff, it also requires careful financial planning at the school level to ensure sustainability.
What Can Teaching Assistants Do While Waiting for the Pay Decision?
While the final decision on the teaching assistant pay rise in 2026 is still pending, there are several practical steps that teaching assistants can take to stay informed and prepared.
Being proactive during this period can help reduce uncertainty and ensure they are ready to respond once an agreement is announced.
One of the most important actions is staying updated with reliable sources. Trade unions such as UNISON, GMB, and Unite regularly provide updates on negotiation progress, proposed offers, and potential outcomes.
Teaching assistants can:
- Monitor official updates from unions and local authorities
- Review their current pay band and salary structure
- Check employment contracts for details on pay scales and increments
Understanding their current position within the pay framework can help teaching assistants estimate how any proposed increase may affect their earnings.
Financial planning is also important during this period. Since the final pay rise is not yet confirmed, it is sensible to prepare for different scenarios. This may include budgeting based on current income and considering how a future increase could improve financial stability.
This balanced approach allows teaching assistants to stay informed without depending on uncertain outcomes. It also helps them manage expectations while negotiations are still ongoing.
Overall, staying informed, understanding pay structures, and planning ahead are key steps that can help teaching assistants navigate this period of uncertainty more effectively.
Final Thoughts
The outlook for a teaching assistant pay rise in 2026 remains cautiously optimistic. Strong union proposals and ongoing negotiations indicate that an increase is likely, but no final agreement has been confirmed yet.
The outcome will depend on funding, economic conditions, and negotiation progress.
While uncertainty continues, teaching assistants can expect clearer updates later in the year, with the possibility of a meaningful pay improvement that better reflects their essential role in schools.
FAQs About Teaching Assistants’ Pay Rise
Will all teaching assistants receive the same pay rise in 2026?
Not necessarily. While NJC agreements set a standard increase, actual pay may vary slightly depending on local authority policies and school funding.
Is the £15 per hour rate guaranteed for teaching assistants?
No, it is part of the union proposal, but has not been approved yet.
When will the final decision on the 2026 pay rise be announced?
Typically, decisions are made between mid and late 2026 after negotiations conclude.
Do teaching assistants get paid during school holidays?
Most teaching assistants are term-time only, meaning they are paid for weeks worked plus a pro-rata holiday entitlement.
How does inflation affect teaching assistant salaries?
Inflation reduces real income if pay rises do not keep pace, which is a key reason unions are demanding higher increases.
Can individual schools offer higher pay than NJC rates?
In some cases, academies or independent schools may offer different pay structures, but most follow NJC guidelines.
Will future pay rises continue beyond 2026?
Pay negotiations happen annually, so further increases will depend on future economic conditions and union agreements.
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