The conversation around teaching assistant pay is gaining momentum once again, with reports suggesting that a new pay offer is expected next month. For thousands of support staff across the UK, this update could signal an important step in ongoing efforts to address pay, workload and recognition within schools.
But what exactly is happening—and will this new offer be enough?
What We Know So Far About the Teaching Assistant Pay Offer
Recent updates indicate that unions expect a formal pay offer for school support staff “next month”, following initial discussions between employers and unions.
This relates to staff paid under the National Joint Council (NJC) pay scales, which cover many teaching assistants and other school support roles across England and Wales.
Negotiations are ongoing, with further meetings scheduled as part of the 2026–27 pay discussions.
You can read more about the timeline via this update on the expected pay offer.
Why Teaching Assistant Pay Is Under Scrutiny
The upcoming pay offer comes at a time when concerns about teaching assistant pay and conditions are increasing.
According to the National Education Union (NEU) guidance on support staff pay, support staff wages have lost around 20% of their real value since 2010.
This long-term decline has led to:
Recruitment challenges
High staff turnover
Financial pressure on support staff
Growing dissatisfaction across the workforce
Teaching assistants are often described as the “backbone of schools”, yet many feel their pay does not reflect their responsibilities.
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What Is Being Proposed?
While the final offer has not yet been confirmed, previous discussions and union claims give an indication of what may be on the table.
Proposals from unions have included:
- A £3,000 pay increase or 10% uplift
- A minimum hourly rate of £15
- Reduced working hours
- Additional leave entitlements
However, employers have previously pushed back on some of these demands due to cost concerns, highlighting the challenge of balancing fair pay with tight school and local authority budgets.
How Does This Compare to Recent Pay Offers?
Recent pay deals for support staff have been modest.
For example, school support staff were offered a 3.2% pay rise, which many unions argued did not keep pace with inflation or rising living costs.
Some estimates suggest that even with recent increases, many teaching assistants still earn relatively low annual salaries once contracts are pro-rated for term-time working.
You can explore more on salary expectations via this overview of teaching assistant pay and progression.
Why This Pay Offer Matters
The expected pay offer is about more than just salary—it reflects wider issues within the education system.
Improving teaching assistant pay is closely linked to:
- Supporting pupils with special educational needs (SEN)
- Reducing pressure on teachers
- Ensuring schools can recruit and retain staff
- Maintaining stability in classrooms
Without meaningful improvements, schools risk losing experienced support staff at a time when they are needed most.
The Bigger Picture: Funding and Sustainability
One of the key challenges in resolving teaching assistant pay is funding.
Unions have consistently argued that any pay rise must be fully funded by the government, rather than placing additional pressure on school budgets.
Schools are already facing:
- Rising costs
- Increasing pupil needs
- Budget constraints
This means that even widely supported pay increases can be difficult to implement without systemic change.
What Happens Next?
With a pay offer expected soon, the next steps are likely to include:
- A formal offer from employers
- Consultation with unions
- Ballots or negotiations on whether to accept the deal
If an agreement is reached, it could set the tone for future pay and conditions for support staff, particularly as discussions continue around long-term reform.
Final Thoughts
The news that a teaching assistant pay offer is expected next month highlights the growing urgency around support staff pay.
Teaching assistants play a critical role in schools—supporting learning, inclusion and pupil wellbeing every day. As expectations on the role increase, there is a strong argument that pay and conditions must evolve too.
The coming weeks will be crucial in determining whether this latest offer represents meaningful progress—or another step in an ongoing debate.
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