How many weeks do term-time workers work per year?

The standard UK school year comprises approximately 39 weeks of term time (190 school days for pupils, 195 days for teachers). Term-time only staff such as teaching assistants, midday supervisors, and school administrative staff typically work 38–40 weeks per year depending on their role and school. Always check your contract for your exact number of contracted weeks.

How does holiday entitlement work for term-time workers?

Term-time workers accrue statutory annual leave at 5.6 weeks per year based on their contracted term weeks only. The formula is: 5.6 × (term weeks ÷ 52). For 39 term weeks: 5.6 × (39÷52) = 4.2 weeks of statutory leave. This must be added to term weeks to calculate the total paid weeks when determining pro-rata salary. School holiday weeks do not count as annual leave.

What is the full-time equivalent (FTE) salary for a term-time worker?

The FTE salary is what the role would pay if it were a full-time, all-year-round position. Pro-rata adjustments reduce this to reflect the actual proportion of the year worked, including holiday entitlement. Most school support staff roles are advertised with the FTE salary, with the pro-rata actual salary shown separately. Always ask for both figures when accepting a term-time role.

How do I calculate the effective hourly rate for NMW compliance?

For NMW compliance: divide annual pay by the total hours actually worked in the year. Total hours = term weeks × hours per week. For example, annual pay of £14,000 ÷ (39 weeks × 30 hours) = £14,000 ÷ 1,170 = £11.97/hour. In 2025/26, this would be below the National Living Wage of £12.21/hour for a worker aged 21+.

Can term-time workers claim Universal Credit?

Yes. Term-time workers with lower annual incomes may be eligible for Universal Credit. UC is assessed monthly, so during term time when earnings are higher (or if pay is spread evenly), UC entitlement fluctuates or is nil. During school holidays, if pay is not spread and the worker is not working, UC can provide a safety net. UC tapers at 55p reduction per £1 earned above the work allowance.

Are school support staff entitled to teacher pension?

Teaching assistants, midday supervisors and other support staff are not entitled to the Teachers' Pension Scheme (TPS), which is for teachers only. School support staff are typically auto-enrolled into the Local Government Pension Scheme (LGPS) if employed by a local authority, or a workplace pension scheme if employed by an academy trust. Employer contributions to LGPS are substantial (typically 20%+ of salary).

What is the difference between term-time only and part-time working?

Part-time refers to reduced contracted hours per week compared to full-time. Term-time only refers to working the full or reduced hours but only during school term periods — with no work (and no pay from the employer, unless spread) during school holidays. A term-time worker could be full-time hours during term weeks, a part-time term-time worker works reduced hours during term weeks.

How are term-time workers treated for income tax purposes?

Term-time workers are taxed on their total annual earnings through PAYE, whether pay is spread across 12 months or paid only during term time. If pay is not spread and you receive high pay during term months and no pay during holidays, your PAYE tax code may over-tax during earning months. Contact HMRC or your employer if you believe you are being over-taxed — you can request a tax refund at the end of the year.

Do term-time workers receive a P60 and P45 each year?

Term-time workers employed on a continuing contract (rather than a series of fixed-term contracts for each term) receive a P60 at the end of each tax year showing their total annual earnings and tax paid. If you work for a school on a series of fixed-term contracts that end each term, you may receive a P45 at the end of each contract. If this applies to you, ensure your tax code is carried forward correctly to avoid cumulative over-taxation.

What are the employment rights of term-time school support staff?

Term-time school support staff employed on continuous contracts have the same employment rights as other employees, including: unfair dismissal protection after 2 years' service, statutory maternity/paternity/shared parental pay, SSP, statutory redundancy pay, and the right to request flexible working. Fixed-term employees also have protection against less favourable treatment compared to permanent employees under the Fixed-Term Employees Regulations 2002.

How does the term-time pay calculation differ for teachers?

Teachers are typically employed on 52-week contracts and paid 12 equal monthly salaries, even though school holidays are non-teaching time. Teachers' pay scales are set by the School Teachers' Pay and Conditions Document (STPCD). Teaching assistants and support staff use the term-time only calculation described here, not the teachers' contract structure. Always check which pay framework applies to your role.

What is the holiday entitlement for a 30-week term-time contract?

For 30 term weeks: statutory holiday = 5.6 × (30 ÷ 52) = 3.23 weeks. Total paid weeks = 30 + 3.23 = 33.23. Pro-rata = (33.23 ÷ 52) = 63.9% of FTE salary. On a £25,000 FTE salary, pro-rata would be approximately £15,981. The effective hourly rate check: £15,981 ÷ (30 × weekly hours) must meet NMW.

Can term-time workers take leave during term time?

Yes, term-time workers accrue paid annual leave that must be taken. As school holidays are unpaid non-working periods (not annual leave), the statutory paid leave cannot be taken during school holidays — it must be taken at a separate time, often during term time with employer approval, or the employer and employee can agree to include it in the overall pay calculation as part of the pro-rata salary. Many schools allow a week's paid leave within the term timetable.

What happens to term-time pay during school closures due to exceptional circumstances?

If a school closes unexpectedly during term time (e.g. due to flooding, heating failure, or a public health event), term-time workers on continuous contracts are typically still entitled to their contracted pay, as the closure is at the employer's direction. This was a significant issue during school COVID closures in 2020–21. Check your contract and your employer's emergency closure policy for the specific position in your school.

Is the Local Government Pension Scheme available to term-time workers?

Yes. Term-time workers employed by a local authority or an academy trust that has adopted the LGPS are auto-enrolled into the Local Government Pension Scheme if they earn above the auto-enrolment trigger (£10,000 per year from any single employer). Contributions are based on actual earnings, and employers contribute substantially more than the employee (often 20%+ of salary vs 5.5–12.5% from the employee depending on pay band).

How does this calculator handle pay spreading?

This calculator shows your annual pro-rata salary and the monthly pay if spread evenly across 12 months. It does not calculate the per-month variation if you are only paid during term months — for that scenario, divide your pro-rata annual salary by the number of months you are contracted to receive payment (typically 10 if paid September–June). A 12-month spread is the most common arrangement for school support staff.

What is the Harpur Trust v Brazel Supreme Court ruling and how does it affect term-time workers?

In the 2022 Harpur Trust v Brazel case, the Supreme Court ruled that workers who work for only part of the year (such as music tutors on zero-hours contracts) are entitled to a full 5.6 weeks of holiday pay based on average weekly earnings — not a pro-rated amount. This ruling applies to term-time workers too: the holiday entitlement is 5.6 weeks regardless of the fraction of the year worked. The holiday pay rate is based on average earnings in weeks worked, not the fraction of the full-year entitlement.

How does the 2023 holiday entitlement reform affect term-time workers?

The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 (effective January 2024) reformed holiday entitlement for irregular and part-year workers. From April 2024, employers can choose to use an accrual method for irregular hours workers (including term-time workers under some contracts) at 12.07% of hours worked, OR the 5.6 weeks entitlement under the standard method. Check which method your employer uses as it significantly affects your entitlement.

What is the minimum pay for a teaching assistant in 2025/26?

There is no nationally set minimum for teaching assistants — pay depends on the employer's pay scale. Local authority schools typically use the NJC (National Joint Council) pay scales for support staff. Grade 2 (entry level TA) starts at £12,825 FTE nationally, scaling up for experience and qualification. Academy trusts set their own scales. All must meet NMW. The effective term-time hourly rate must be at least £12.21/hour (NLW for age 21+).

Can I negotiate a higher salary as a term-time worker?

In most maintained schools, salaries for support staff are set by the NJC pay spine and you move up increments annually. In academy trusts, there may be more flexibility. When negotiating, calculate your pro-rata salary and effective hourly rate to benchmark against the local market. Also consider the pension (LGPS employer contribution is worth 20%+ of salary) and job security as valuable compensating benefits.

How do I check if my term-time salary is correct?

Use this calculator. Enter your FTE salary, term weeks per year, hours per week, and whether pay is spread. Compare the calculated pro-rata salary to your actual salary. Check the effective hourly rate against the NMW for your age group. Also check whether your employer has correctly included holiday entitlement weeks in the paid weeks calculation — many historical contracts incorrectly omitted this, underpaying term-time staff.

What is the correct way for employers to calculate term-time pro-rata pay?

The correct calculation is: Pro-rata salary = FTE salary × (term weeks + statutory holiday weeks) ÷ 52. Statutory holiday weeks = 5.6 × (term weeks ÷ 52). This ensures the worker is paid for all contracted time (term weeks) plus their proportionate holiday entitlement. Using just term weeks in the numerator (without adding holiday) is an incorrect calculation that underpays term-time staff and has been the subject of multiple Employment Tribunal claims against schools and local authorities.

Does the 39-week assumption include bank holidays?

The 39-week school year (195 days for teachers, 190 for pupils) excludes the 8 bank holidays. Teaching assistants and support staff typically work 38 weeks (190 days ÷ 5) or 39 weeks depending on whether non-pupil days and inset days are included in their contract. Bank holidays during term time reduce the number of working days — your contract should specify whether you work on inset days and how bank holidays are handled in your pay calculation.

What is a fair term-time wage in 2025/26?

A fair term-time wage should: meet NMW for all hours worked, include the correct holiday entitlement in the pro-rata calculation, be spread over 12 months where possible for income stability, and reflect experience, qualifications and responsibility. NJC Grade 3 (experienced TA/HLTA support) runs from approximately £15,700 to £18,900 FTE. Effective hourly rates of £13–£16/hour are typical at this grade on a term-time contract, well above NMW but reflecting the sector's historically lower pay compared to equivalent private sector roles.

How is bank holiday entitlement handled for term-time workers?

Bank holidays during school term time are part of the school's 190-pupil day or 195-teacher day calendar and are factored into the term weeks count. For support staff, if a bank holiday falls in a term week they would have worked, it typically counts as a paid non-working day within that week. Bank holidays during school holidays are irrelevant to the term-time contract — the worker is not contracted to work in those weeks anyway.

What is the correct contract type for term-time school workers?

Term-time only school workers should ideally be employed on a continuous (permanent or fixed-term) contract that spans the full 52 weeks but with contractual obligations to work only during term time. This preserves continuous service for employment rights purposes. Being employed on a series of short fixed-term contracts (one per term) breaks continuous service and may deprive workers of rights such as unfair dismissal protection. Many unions advise against term-by-term fixed contracts for this reason.

How does term-time work affect pension entitlement in the LGPS?

LGPS pensions for term-time workers accrue on actual earnings (career average revalued earnings scheme). The annual pension built up is 1/49 of the actual annual pay earned each year. For a term-time worker earning £14,000 pro-rata annually, that is £14,000 ÷ 49 = £285.71 of pension per year of service. Over 20 years, this builds to approximately £5,714/year of inflation-linked pension. The LGPS employer contribution (often 20–25%) is a substantial additional benefit.

What notice period are term-time workers entitled to?

Statutory minimum notice is 1 week per year of service up to a maximum of 12 weeks. Many school employment contracts provide longer notice periods — commonly 1 school term's notice (8–13 weeks depending on the term). Notice periods for school support staff are often aligned to term boundaries so that resignations take effect at the end of a school term, preventing disruption to pupils. Check your contract for specific notice requirements.

Where do I find the NJC pay scales for school support staff?

The National Joint Council for Local Government Services (NJC) publishes pay scales for school support staff. Current scales are available via UNISON's website (unison.org.uk), ACAS, and the Local Government Association (local.gov.uk). Pay spine points are set nationally by negotiation between the NJC employers' side and NJC trade unions (UNISON, GMB, Unite). Individual local authorities and academy trusts may supplement these nationally agreed rates.

How does term-time work affect my state pension entitlement?

State pension entitlement is based on National Insurance qualifying years, not on hours worked or salary level. To qualify for a full new State Pension (£221.20/week in 2025/26), you need 35 qualifying years. You gain a qualifying year if you earn above the Lower Earnings Limit (£123/week on average) in any tax year. Term-time workers typically earn well above this level, so they build qualifying years normally. Check your NI record on Gov.uk via your Personal Tax Account.

Can I work a second job alongside term-time work?

Yes. Term-time workers can take on additional work during school holidays. Many do seasonal or temporary work during summer, Christmas and Easter breaks. You should inform your employer if your contract requires it, and be mindful of cumulative NI and tax across multiple employers. If total annual income from all sources exceeds the personal allowance, you will pay income tax — this is calculated by HMRC across all PAYE earnings via your tax code.

Term-Time Worker Pay Calculator 2025/26

Q: How is pro-rata pay calculated for term-time workers?

Pro-rata pay for term-time workers is calculated as: (term weeks + holiday entitlement weeks) ÷ 52 × FTE annual salary. Holiday entitlement is 5.6 × (term weeks ÷ 52) weeks, representing the statutory leave that accrues during term time only. For 39 term weeks: holiday = 5.6 × (39÷52) = 4.2 weeks. Total paid weeks = 39 + 4.2 = 43.2. Pro-rata = (43.2÷52) × FTE salary.

Q: Do term-time workers get holiday pay for school holidays?

Term-time workers do not receive holiday pay for school holidays — those are unpaid breaks in their contract. However, they do accrue statutory annual leave at 5.6 weeks per year on their contracted term-time hours. This is separate from school holidays and must be paid on top of or included in the contracted term-time pay. Many school employers spread pay evenly across 12 months to avoid income gaps.

Q: Is a term-time worker entitled to the National Minimum Wage?

Yes. Term-time workers must be paid at least the National Minimum Wage for all hours worked. The NMW compliance check for term-time workers is: annual pay ÷ (term weeks × hours per week) ≥ NMW. If pay is spread over 12 months, the effective hourly rate must still meet NMW requirements. Many local authority pay scales include NMW safeguards for grade 1 and 2 roles.

Q: Should term-time pay be spread over 12 months?

Many employers (particularly schools and local authorities) spread term-time pay evenly across 12 calendar months to provide a stable monthly income. This means you receive 1/12 of your annual pro-rata salary each month even during school holidays. The total paid remains the same — only the timing changes. Not all employers do this automatically; check your contract.

How Term-Time Pro-Rata Salary is Calculated

Term-time workers are paid for two distinct components: the weeks they actually work (term weeks), and their statutory holiday entitlement. School holidays are not annual leave — they are contractual non-working periods. The annual leave entitlement accrues only on term-time weeks and must be added to the calculation.

The formula is: Pro-rata salary = (term weeks + holiday weeks) ÷ 52 × FTE salary

Holiday weeks = 5.6 × (term weeks ÷ 52). For 39 term weeks: 5.6 × (39÷52) = 4.2 holiday weeks. Total paid: 39 + 4.2 = 43.2 weeks. Pro-rata = 43.2÷52 × FTE.

Why Many Term-Time Workers Are Underpaid

Historically, many school employers calculated pro-rata pay using term weeks only in the numerator, without adding the holiday entitlement weeks. This systematically underpays term-time staff. Employment Tribunal claims have been upheld against schools using this incorrect method. Use this calculator to verify your pay is correct.

Pay Spreading Across 12 Months

Many schools spread pro-rata pay equally across 12 months, providing a consistent monthly income. The total annual pay is the same — only the timing differs. This is generally beneficial for term-time workers as it avoids a large income gap during summer school holidays. If your school does not spread pay and you receive nothing during holidays, you may be eligible for Universal Credit top-ups during those months.

NMW Compliance for Term-Time Workers

The NMW compliance check uses: annual pay ÷ (term weeks × hours per week) ≥ NMW. The National Living Wage for workers aged 21+ is £12.21/hour from April 2025. If your effective hourly rate falls below NMW, report it to HMRC via 0800 917 2368.

Frequently Asked Questions

How is pro-rata pay calculated for term-time workers? +

Pro-rata salary = (term weeks + holiday weeks) ÷ 52 × FTE salary. Holiday weeks = 5.6 × (term weeks ÷ 52). For 39 term weeks: holiday = 4.2 weeks; total paid = 43.2 weeks; pro-rata = 43.2÷52 × FTE salary. Using only term weeks without adding holiday entitlement is an incorrect calculation that underpays staff.

Do term-time workers get holiday pay for school holidays? +

No. School holidays are contractual non-working periods, not annual leave. Term-time workers accrue paid annual leave only on term-time weeks, at the rate of 5.6 × (term weeks ÷ 52). This statutory leave is separate from school holidays and must be included in the pro-rata salary calculation.

How many weeks do term-time workers work? +

Typically 38–40 weeks for school support staff. The standard UK school year is approximately 39 weeks. Always check your contract for your exact number — it varies between schools and by role (e.g., caretakers may have additional weeks for maintenance tasks during holidays).

Is a term-time worker entitled to the National Minimum Wage? +

Yes. The NMW applies to all hours worked. The check is: annual pay ÷ (term weeks × hours per week) ≥ NMW. The National Living Wage for age 21+ is £12.21/hour in 2025/26. If your effective hourly rate falls below NMW, contact HMRC via 0800 917 2368.

Should term-time pay be spread over 12 months? +

Many employers spread pro-rata pay evenly over 12 months to provide income stability during school holidays. The total annual pay is the same — only the timing differs. This is generally preferable for term-time workers to avoid income gaps in summer. Ask your employer about pay spreading if it is not already offered.

What is the LGPS and are term-time workers entitled to it? +

The Local Government Pension Scheme (LGPS) is available to term-time workers employed by local authority schools. Auto-enrolment applies if annual earnings exceed £10,000. Employer contributions are typically 20%+ of salary — a substantial benefit that significantly adds to the total compensation package above the headline salary.

How do I check if my term-time salary is being calculated correctly? +

Use this calculator. Enter your FTE salary, term weeks and hours per week. Compare the calculated pro-rata salary to your actual pay. Check that your employer has included holiday entitlement weeks (not just term weeks) in the calculation. If your actual salary is lower than the calculated pro-rata, you may be being underpaid — contact ACAS or your trade union for advice.

What was the Harpur Trust v Brazel ruling? +

In 2022, the Supreme Court ruled that workers employed for only part of the year are entitled to a full 5.6 weeks of holiday entitlement — not a pro-rated fraction. This applies to irregular hours and term-time workers. The holiday pay rate is based on average weekly earnings in weeks worked. This ruling reinforced that holiday entitlement must be included in term-time pay calculations.

Can term-time workers work a second job in the school holidays? +

Yes. Term-time workers can take on additional work during school holidays. Most contracts do not restrict this, though some may require disclosure of additional employment. Tax and NI are calculated cumulatively across all PAYE income via your tax code, so inform HMRC of any additional employers to ensure the correct tax allocation.

Are term-time workers entitled to redundancy pay? +

Yes, after 2 years' continuous service on a continuing contract. Redundancy pay is calculated at up to 1.5 weeks' pay per year of service (depending on age), up to a weekly pay cap of £700 and a 20-year maximum. The weekly pay figure is based on actual earnings during worked weeks.

Where can I get advice on term-time pay disputes? +

Contact ACAS (acas.org.uk) for free advice, your trade union (UNISON, GMB, or Unite all represent school support staff), or Citizens Advice for Employment Tribunal guidance. HMRC's NMW helpline (0800 917 2368) handles minimum wage complaints. Many local authorities have a dedicated HR schools team for pay queries.

What are the NJC pay scales for school support staff? +

The National Joint Council (NJC) pay spine for local government and school support staff sets nationally agreed pay points. Grade 2 (entry-level TA) starts at approximately £12,825 FTE; Grade 3 (experienced TA) £15,700–£18,900 FTE; HLTA/specialist roles higher. Check UNISON's website (unison.org.uk) for current NJC pay scales. Academy trusts may use different pay structures.