**Teachers’ Pay Uproar: Welsh Government Rejects Independent Recommendation for 4.8% Rise**
The Welsh Government’s recent decision to reject a key pay recommendation for teachers and school leaders has sparked heated criticism and raised the possibility of industrial action across the country. Major education unions have voiced dismay and accused Cardiff Bay of undermining the independent process set up to safeguard fair pay within the sector.
The controversy erupted after Education Minister Lynne Neagle announced that the government would not accept the advice of the Independent Welsh Pay Review Body (IWPRB), which had recommended a 4.8% pay rise for teaching professionals for the 2025/26 academic year. Instead, she confirmed the administration’s intent to go ahead with a 4% award—the same figure set for teachers in England.
This move marks the first time since the IWPRB was established in 2019 that Welsh ministers have outright rejected its recommendations. The body was specifically designed to assess pay and conditions for educators independently, and its guidance had previously been routinely adopted in full. The decision has prompted representatives from major teaching unions, including NAHT Cymru and NASUWT, to consult their members on potential strike action or other responses.
Leaders of teaching unions have long warned that continued below-inflation pay rises erode teachers’ real-terms earnings and risk deepening an already severe recruitment and retention crisis in Welsh classrooms. Over the past 15 years, salary boosts for teachers have consistently lagged behind inflation, resulting in a significant loss of spending power compared to pre-austerity years.
Laura Doel, the national secretary of NAHT Cymru, condemned the government’s stance, describing it as a “bitter disappointment”. She argued that refusing to even consult on the 4.8% figure revealed flaws in the process and disregarded the work of the review body. “To say the school funding crisis is part of the consideration is totally unfair on school leaders and teachers, when the crisis is not of their making,” she stated. The union has stated it is actively engaging members to consider all options, including the prospect of industrial action, in reaction to the government’s decision.
Education Minister Lynne Neagle defended the decision, highlighting the financial pressures on school budgets and the need to ensure pay awards are fully and sustainably funded. In her statement, she pledged that additional money would be provided to support schools in meeting the new pay costs, noting that budgets across the education sector remain under strain. She also committed to maintaining pay parity between further education teachers and school teachers, extending the 4% rise to both groups contingent on ongoing negotiations in the FE sector.
Whilst the minister’s approach to this year’s pay deal has drawn support from some stakeholders—particularly in relation to proposals around payscale structures and roles—much of the feedback received during the consultation reflected disappointment over the perceived erosion of the independent review process.
Neil Butler, NASUWT’s Wales national officer, warned that the rejection of the IWPRB’s guidance “sets a dangerous precedent” which could lessen trust in mechanisms created to ensure fair bargaining on salary. He further noted that the union was actively considering whether to declare a dispute with the government and formally consult members over workplace action.
In a further development, the government plans to move swiftly with legislative steps, aiming to formalise the pay decision through a School Teachers’ Pay and Conditions (Wales) Order after the summer recess. If passed as intended, the pay award would come into force from 1 September 2025, with adjustments reflected in the October 2025 pay packets.
The situation continues to stir fierce debate in education and political circles, with unions and ministers alike stressing the importance of continued engagement and partnership to address the underlying funding and workforce challenges. As the coming weeks unfold, all eyes will be on the response of frontline staff and the potential for disruption to the new school year as a result of ongoing dissatisfaction with the government’s pay policy.