What Does TLR Mean in Teaching?

A Teaching and Learning Responsibility payment may be awarded when a teacher accepts an additional responsibility that has a meaningful impact beyond their own classroom.

Examples may include:

• Leading a subject or curriculum area
• Working as a Head of Department
• Coordinating a key stage
• Leading teaching and learning across a school
• Managing pupil progress across several classes
• Developing the teaching practice of colleagues
• Line managing a significant number of staff
• Leading a defined school improvement project

A TLR should not simply be offered for completing routine tasks that would normally be expected of every classroom teacher.

Under the School Teachers’ Pay and Conditions Document, the responsibility must be focused on teaching and learning, require professional judgement and affect pupils beyond the teacher’s own assigned classes.

Who Can Receive a TLR Payment?

TLR payments are normally available to qualified classroom teachers who undertake an eligible additional responsibility.

Unqualified teachers cannot receive a formal TLR payment under the statutory arrangements for maintained schools in England. However, a school may be able to award an unqualified teacher a different additional allowance where the school considers their responsibilities, qualifications or experience justify it.

Teachers do not necessarily need to be on the Upper Pay Range to receive a TLR. A qualified teacher on the Main Pay Range may also hold a TLR position where they meet the requirements of the role.

What Are the Different Types of TLR Payment?

There are three main categories:

TLR1

TLR1 payments are generally attached to substantial, permanent leadership responsibilities.

A TLR1 position must include all the normal requirements of a TLR role and must also involve line-management responsibility for a significant number of people.

Typical TLR1 roles may include:

• Head of a large department
• Faculty leader
• Whole-school curriculum leader
• A senior teaching and learning role involving the management of several members of staff

From 1 September 2026, the national TLR1 range is expected to be:

£10,531 to £17,819 per year

These figures reflect the accepted 3.5% increase to teacher pay and allowance ranges for the 2026/27 academic year.

TLR2

TLR2 payments are awarded for sustained additional teaching and learning responsibilities but do not require the same level of significant line management as TLR1.

Typical TLR2 roles may include:

• Subject leader
• Key Stage Coordinator
• Head of Department
• Literacy or numeracy lead
• Teaching and learning coach
• Pastoral or pupil-progress leadership where the role meets the TLR criteria

From 1 September 2026, the national TLR2 range is expected to be:

£3,651 to £8,913 per year

Schools may create different TLR2 values within the national range. This is why job adverts sometimes refer to payments such as TLR2a, TLR2b, TLR2.1 or TLR2.2.

These labels are usually part of the individual school or academy trust’s pay structure rather than separate nationally defined categories.

TLR3

TLR3 payments are used for temporary, clearly defined responsibilities.

They may be awarded for:

• A time-limited school improvement project
• Introducing a new curriculum initiative
• Leading a temporary intervention programme
• Implementing a one-off externally required change
• Completing a specific project with agreed outcomes

From 1 September 2026, the national TLR3 range is expected to be:

£727 to £3,600 per year, calculated according to the length of the project.

The school should confirm the duration of the responsibility at the outset, and the payment should normally be made monthly for the agreed fixed term.

Unlike TLR1 and TLR2, a TLR3 payment is temporary and is not normally protected when the project ends.

TLR Payment Ranges

Visit our Payscale Page to view the current TLR payments

Is a TLR Payment Added to Your Salary?

Yes. A TLR payment is paid in addition to your normal teaching salary.

For example, a teacher earning £45,000 who accepts a role with a £5,000 TLR would receive a total full-time equivalent salary of:

£45,000 teaching salary + £5,000 TLR = £50,000 per year

The payment is taxable and will normally be subject to National Insurance and pension contributions in the same way as the teacher’s usual salary.

A TLR does not move the teacher onto a different point of the Main or Upper Pay Range. It is shown as a separate allowance alongside their basic salary.

Is a TLR Payment Permanent?

It depends on the type of TLR and the appointment.

TLR1 and TLR2 payments are normally attached to sustained responsibilities within the school’s permanent staffing structure. A teacher will usually continue to receive the payment while they remain in the position and continue to carry out the responsibilities.

TLR3 payments are fixed-term. They end when the agreed project or period finishes.

A TLR1 or TLR2 may also be paid temporarily where a teacher covers another employee’s role, such as during maternity leave or long-term absence. The school should make the temporary nature of the payment and its expected end date clear in writing.

Can You Receive More Than One TLR?

A teacher cannot normally receive a TLR1 and a TLR2 at the same time.

However, a teacher receiving either a TLR1 or TLR2 may also receive a TLR3 payment for a separate, clearly defined temporary project.

Any additional responsibilities should be realistic and manageable within the teacher’s overall workload.

What Happens to TLR Payments for Part-Time Teachers?

From 1 September 2026, the value of TLR1 and TLR2 payments must be based on the proportion of the responsibility being carried out, rather than simply on the teacher’s contracted working hours.

This means that a part-time teacher who carries out the full responsibility attached to a TLR may be entitled to the full payment. Where two teachers share a responsibility, the payment may be divided according to the proportion undertaken by each person.

For example:

• A teacher working three days per week but carrying out the entire subject-lead responsibility may receive the full TLR.
• Two teachers sharing a department-lead role may each receive a proportion of the TLR.
• A full-time teacher carrying out only part of a wider responsibility may receive a proportionate payment.

TLR3 payments are not subject to the normal part-time pro-rata principle.

Can Supply Teachers Receive TLR Payments?

A day-to-day supply teacher would not usually receive a TLR because they are generally employed to undertake standard classroom teaching duties for a limited period.

However, a teacher in a long-term supply or temporary position may be asked to take on the full responsibilities of a role that includes a TLR, such as acting Head of Department.

In these circumstances, the responsibilities and payment should be agreed before the placement begins. The teacher should ask whether:

• The advertised daily rate includes the TLR
• The TLR will be paid separately
• The role includes the full leadership responsibilities
• The payment is calculated to reflect the teacher’s salary and TLR entitlement
• The additional responsibilities include planning, meetings, data analysis or staff management

Teachers should not assume that a reference to “Head of Department duties” automatically means that an additional TLR payment has been included.

Do Academies Have to Pay TLRs?

The statutory School Teachers’ Pay and Conditions Document applies directly to local-authority-maintained schools in England.

Academies generally have greater freedom to set their own pay arrangements, although many academy trusts choose to follow the national teacher pay structure, including the Main Pay Range, Upper Pay Range and TLR allowances.

Teachers applying to an academy should check the trust’s pay policy and the specific terms included in the job offer.

Teacher pay arrangements also differ in Wales, Scotland and Northern Ireland, so the information on this page is primarily intended for teaching positions in England.

Questions to Ask Before Accepting a TLR Role

Before agreeing to take on a TLR responsibility, educators should make sure they understand:

• The exact value of the TLR
• Whether it is TLR1, TLR2 or TLR3
• Whether the payment is permanent or temporary
• The responsibilities included in the role
• Whether line management is required
• How much additional non-contact time will be provided
• Whether the responsibility is shared with another teacher
• What outcomes the teacher will be accountable for
• When the arrangement will be reviewed
• What happens to the payment if the school restructures

The responsibility and value of a TLR1 or TLR2 should be clearly set out in the job description and the school’s pay arrangements.

Is Taking a TLR Role Worth It?

A TLR position can be an excellent opportunity for teachers who want to develop their career, increase their earnings and gain leadership experience.

Potential benefits include:

• Additional salary
• Leadership and management experience
• Greater influence over curriculum development
• Experience supporting and developing colleagues
• Stronger applications for future leadership positions
• A possible route towards Assistant Headteacher, Deputy Headteacher or specialist leadership roles

Teachers should also consider the additional workload, accountability and management responsibilities. The value of the payment should be considered alongside the time and responsibility involved, rather than viewed in isolation.

Finding Teaching Jobs With TLR Payments

Mana Education recruits for teaching positions across primary, secondary, SEN and alternative education settings, including roles with additional teaching and learning responsibilities.

These may include:

• Subject Leader positions
• Heads of Department
• Key Stage Leaders
• Curriculum Leaders
• Teaching and Learning Leads
• SEN and inclusion leadership
• Temporary TLR project roles
• Permanent middle-leadership opportunities

Our consultants can explain the advertised salary, additional responsibilities and whether a TLR payment is included before you apply.

Looking for Your Next Teaching or Leadership Position?

Whether you are looking for a classroom teaching role, a position with additional responsibility or your next step into school leadership, Mana Education can help.

Register with Mana Education or speak with our team about current teaching opportunities.

Call: 0800 0 255 144
Visit: Our registration page 
Email: jobs@manaeducation.co.uk

Frequently Asked Questions About TLR Payments

What does TLR stand for?

TLR stands for Teaching and Learning Responsibility. It is an additional payment for a qualified classroom teacher who undertakes a significant responsibility beyond their normal classroom duties.

Is a Head of Department paid a TLR?

Heads of Department frequently receive a TLR1 or TLR2 payment. The category and amount depend on the size of the department, the level of responsibility and whether the role includes significant line management.

Can an ECT receive a TLR?

An Early Career Teacher can potentially receive a TLR where they are qualified and the school believes they are able to undertake the responsibility. However, schools should consider whether the additional workload is appropriate alongside the teacher’s statutory induction and development requirements.

Do you have to be on UPS to receive a TLR?

No. Qualified teachers on either the Main Pay Range or Upper Pay Range may receive a TLR if they hold an eligible responsibility.

Is TLR pensionable?

A TLR payment will normally form part of a teacher’s pensionable earnings, subject to the relevant pension scheme rules and the terms of the payment.

Is TLR paid during maternity leave?

A teacher’s maternity pay is normally calculated using their qualifying earnings. Where a teacher was receiving a contractual TLR during the relevant calculation period, it may form part of that calculation. Teachers should check their school’s maternity policy and payroll calculation.

Can a school remove a TLR?

A school may remove or change a TLR following a genuine staffing restructure or where a temporary responsibility ends. Consultation, contractual procedures and possible salary safeguarding arrangements may apply, depending on the circumstances.

Does a TLR increase every year?

TLR payment ranges may be increased as part of national teacher pay awards. The actual payment received will also depend on the school or trust’s pay policy and whether it adopts the revised national values.

Is TLR the same as an SEN allowance?

No. A TLR recognises additional teaching and learning leadership responsibilities. An SEN allowance recognises the demands of certain eligible special educational needs teaching roles. In some circumstances, a teacher may receive both.

Call us now on 0800 0 255 144 or email us: jobs@manaeducation.co.uk