Long-Term vs Daily Supply Teachers: Which Recruitment Strategy Is Best for Your School?
04 Aug 26
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Head Teacher Salary London: A Complete 2026 Guide
If you’re considering your next move in school leadership, understanding head teacher salaries in London is essential. Whether you’re an experienced deputy head ready for promotion or an established headteacher exploring new opportunities, salary is just one part of the picture.
London schools generally offer higher salaries than the rest of England to reflect the increased cost of living. However, pay can vary significantly depending on the school’s size, location, funding, performance, and governance.
In this guide, we’ll explain how head teacher salaries work in London, what influences earnings, and what you can expect to earn in 2026.
What Is the Average Head Teacher Salary in London?
Most head teachers in London earn between £80,000 and £130,000 per year, although salaries can be lower in smaller primary schools and considerably higher in large secondary schools or multi-academy trusts.
Typical salary ranges include:
| Role | Typical London Salary |
|---|---|
| Head Teacher (Small Primary) | £80,000–£95,000 |
| Head Teacher (Large Primary) | £90,000–£110,000 |
| Secondary Head Teacher | £100,000–£130,000+ |
| Executive Head Teacher | £120,000–£160,000+ |
Exceptional leadership positions within large academy trusts or high-profile schools can exceed these figures.
How Are Head Teacher Salaries Decided?
Unlike classroom teachers, head teachers are paid on an Individual School Range (ISR).
The governing body or academy trust sets this salary based on several factors, including:
- School size (number of pupils)
- Budget responsibility
- Staff numbers
- Complexity of leadership
- Ofsted outcomes
- Recruitment challenges
- Local labour market
- Additional responsibilities
This means two headteachers working in neighbouring boroughs may earn very different salaries.
London Weighting Explained
One of the biggest reasons salaries are higher in London is London Weighting, an additional allowance designed to offset higher living costs.
Inner London
Schools in boroughs such as:
- Camden
- Westminster
- Islington
- Southwark
- Lambeth
- Tower Hamlets
- Kensington & Chelsea
These schools generally offer the highest salaries.
Outer London
Including boroughs such as:
- Barnet
- Croydon
- Bromley
- Enfield
- Harrow
- Richmond
Pay remains highly competitive but is slightly lower than Inner London.
Fringe Area
Schools on the outskirts of London may receive a smaller weighting while still offering salaries above the national average.
Primary vs Secondary Head Teacher Salaries
Secondary headteachers usually earn more than primary headteachers because they typically oversee:
- Larger student populations
- Bigger staffing structures
- Higher operational budgets
- More complex curriculum delivery
- Greater safeguarding responsibilities
However, a large two-form or three-form entry primary school in Inner London may offer a salary comparable to that of a smaller secondary school.
Academy Schools vs Local Authority Schools
Academy trusts often have greater flexibility when setting leadership salaries.
This can result in:
- Higher starting salaries
- Performance-related pay progression
- Recruitment and retention incentives
- Additional executive leadership opportunities
Local authority maintained schools generally follow nationally recognised leadership pay frameworks more closely.
What Affects a Head Teacher’s Salary?
Several factors influence earnings.
School Size
Larger schools usually attract higher salaries due to increased responsibility.
School Size
Larger schools usually attract higher salaries due to increased responsibility.
School Performance
Schools requiring significant improvement or rapid transformation may offer enhanced salary packages to attract experienced leaders.
Experience
Successful leadership experience, particularly in improving outcomes or leading school improvement, can significantly increase earning potential.
Executive Responsibilities
Leading multiple schools within a trust often comes with substantial additional remuneration.
Additional Benefits Beyond Salary
Many London headteachers receive benefits beyond their basic salary, including:
- Teachers’ Pension Scheme membership
- Professional development funding
- Leadership coaching
- Private healthcare (in some academy trusts)
- Flexible working arrangements
- Performance bonuses (more common in academy settings)
The overall package should always be considered alongside the headline salary.
Career Progression
Many school leaders follow a progression similar to:
- Assistant Headteacher
- Deputy Headteacher
- Headteacher
- Executive Headteacher
- Director of Education
- CEO of a Multi-Academy Trust
Each step typically brings greater responsibility and increased earning potential.
Is Becoming a Head Teacher in London Worth It?
While headteachers carry significant responsibility, many find the role professionally rewarding.
Beyond salary, the opportunity to shape school culture, improve educational outcomes, develop staff, and positively impact thousands of young people’s lives makes school leadership an attractive career path.
For experienced deputy heads seeking their first headship, London offers some of the UK’s most diverse and exciting leadership opportunities.
Looking for Your Next Head Teacher Role?
Whether you’re searching for your first headship or an executive leadership position, working with an education recruitment specialist can help you identify roles that match your experience, leadership style, and salary expectations.
At the same time, remember that the highest-paying role isn’t always the best fit. Consider the school’s culture, governance, support structure, development opportunities, and long-term career prospects before making your next move.
Head teacher salaries in London remain among the highest in the UK, reflecting both the complexity of the role and the challenges of leading schools in one of the world’s most dynamic cities.
Although salary is an important consideration, successful school leaders often place equal value on the opportunity to make a lasting difference to pupils, staff, and the wider community.
If you’re exploring your next leadership opportunity, understanding the salary landscape is an excellent place to start—but finding the right school is what ultimately leads to long-term success.
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Frequently asked questions
RM6376 is the framework reference number for the Supply Teachers and Temporary Staff framework agreement.
No. The framework can also support recruitment for broader temporary and permanent education staffing requirements.
Schools should review their own procurement policies and governance requirements. Many trusts are increasingly prioritising framework-approved suppliers.
Framework pricing controls may improve transparency and budget management, although recruitment costs can still vary depending on staffing requirements and market conditions.
No. Schools should still assess agencies based on:
- quality
- safeguarding
- responsiveness
- candidate networks
- education expertise
- service delivery
As education recruitment procurement continues to evolve, schools and academy trusts need recruitment partners that understand both compliance requirements and operational realities.
The most effective recruitment partnerships combine:
- framework compliance
- safeguarding excellence
- sector expertise
- responsiveness
- transparency
- long-term staffing support
For schools navigating RM6376, choosing the right recruitment partner is about far more than procurement alone – it is about ensuring consistent access to high-quality education professionals while maintaining confidence in compliance and governance processes.
RM6376 is the framework reference number assigned to the Supply Teachers and Education Recruitment framework.
Framework reference numbers are used across public sector procurement to identify official agreements and approved supplier arrangements.
When schools refer to:
- RM6376
- the GCA framework
- the education recruitment framework
- the supply teacher framework
they are generally referring to the same procurement agreement.
CCS stands for Crown Commercial Service. CCS was previously responsible for managing a range of public sector procurement frameworks, including education recruitment agreements used by schools and academy trusts.
GCA stands for Government Commercial Agency. GCA now oversees procurement frameworks and supplier agreements relating to public sector recruitment and commercial services.
CCS and GCA are both government procurement bodies connected to public sector commercial frameworks. Many schools still refer to older CCS terminology, while newer procurement guidance and framework management now sit under GCA structures.
The Supply Teachers and Temporary Staff Framework is the official procurement agreement that allows schools and academy trusts to access approved education recruitment suppliers through compliant procurement routes.
RM6376 is the framework reference number assigned to this agreement.
The framework is managed through government procurement structures designed to support compliant supplier selection and public sector recruitment governance.
RM6376 was introduced to improve:
- procurement compliance
- supplier transparency
- safeguarding standards
- pricing consistency
- value for money across education recruitment
The framework can be used by:
- academy trusts
- maintained schools
- free schools
- colleges
- local authorities
- other eligible public sector education organisations
Yes. Many MATs are expected to use framework agreements like RM6376 to support centralised procurement, governance and staffing consistency across multiple schools.
Schools should follow their own procurement and governance policies. However, many trusts are increasingly prioritising framework-compliant procurement routes to reduce risk and improve commercial oversight.
Supplier fee caps are pricing controls introduced within the framework to support greater transparency and help schools manage recruitment spending more effectively.
No. The framework can also support recruitment for temporary staff, support staff and permanent education roles depending on supplier arrangements and framework lots.
Framework “lots” are categories within the agreement that organise suppliers based on service type, recruitment model or geographical coverage.
Lot 1 generally relates to direct supply staffing and recruitment provision through approved suppliers.
Lot 2 typically relates to managed service or neutral vendor recruitment models, although schools should review official framework guidance for exact definitions.
Schools should review internal procurement requirements and governance expectations. Many schools and MATs are increasingly moving toward approved framework suppliers.
Schools do not usually need to formally “join” the framework. Eligible organisations can access approved suppliers through the procurement agreement.
Schools can ask recruitment agencies directly for confirmation of framework status and approved lot participation.
Framework pricing structures may help improve transparency and budget control, although actual staffing costs still depend on role type, market conditions and recruitment demand.
Framework suppliers can help MATs improve:
- procurement governance
- supplier consistency
- safeguarding assurance
- commercial transparency
- operational efficiency
Schools should assess:
- safeguarding standards
- education expertise
- responsiveness
- compliance processes
- candidate quality
- regional coverage
- operational support
—not just pricing alone.