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Staff pay in academy trusts

Learn how the trust board fulfils its responsibilities for setting and monitoring pay.

Guidance
23/05/2025
people teacher smiling into the camera with other teachers talking to each other behind him

Academy trust boards have ultimate responsibility for pay decisions as the legal employer of staff in their trust. Trusts may develop their own terms and conditions for new staff, although many choose to use the School Teachers’ Pay and Conditions Document (STPCD) that governs pay in maintained schools as the basis for the employment of teaching staff. Some trust staff may be contractually bound to the STPCD by the TUPE regulations.

This guidance sets out the responsibilities that trust boards may have for staff pay. NGA recommends delegating these to a committee; either to a dedicated pay/remuneration committee or to another appropriate committee such as finance or resources, depending on the governance structure and workload implications. Some of these functions may alternatively be delegated to the local tier. This should be set out in the trust’s scheme of delegation and relevant terms of reference.

Download our guidance to learn more about:

  • Approving the pay policy
  • CEO pay
  • Pay progression for other staff
  • Overseeing staff pay and appraisal
  • Managing appeals

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