New analysis has revealed the gender pay gap for head teachers is at its widest since records began.
Figures analysed by the NAHT union using the latest Department for Education workforce data for 2025/26, show the average pay gap for all state school heads increased to a huge £9,771. That is up from £8,858 the previous year and the largest gap since records began 15 years ago.
The average gap for state secondary heads rose from £5,321 to £5,682, while female heads in primary schools earned £2,601 less than their male counterparts, up from £1,984.
The gap in all headship roles begins to widen aged 30-34, almost doubling by 40-44. The gap peaks for those over 50, reaching more than £14,000.
This disparity isn’t just impacting headteachers - there is a widening at every level.
For other leadership roles – for example deputy and assistant head teachers – the gap rose from £4,203 in 2024/2025 to £4,421 in 2025/2026, while for classroom teachers it increased from £1,491 to £1,505.
Paul Whiteman, general secretary of school leaders’ union NAHT, said: “This persistent gender pay gap is unacceptable, and looms large in a system in which the majority of all types of leadership and teaching roles are held by women.
“It is a systemic issue that undermines equality, devalues women’s contributions, and weakens the integrity of the education system.
“We need the new government to prioritise this issue and urgently conduct a detailed pay equality analysis for gender and all protected characteristics as a first step towards getting a grip on the causes of this worrying gap.”
NAHT says while the reasons for the pay gap are complex they likely include everything from part-time working - which can slow career progression, unconscious bias, performance-related pay, and the removal of both mandatory pay points and pay portability when people move jobs.
The union is also calling for the government to review the equality implications of the current pay system and renew or replace the EDI Hub funding, which was discontinued in 2020, to provide central support to help women into leadership through mentoring, coaching, and leadership development.
It also calls for greater support to help mitigate the systemic barriers to flexible working for all roles; and increase promotion of genuinely flexible approaches to working, including phased retirement options.
