Lord Taylor of Goss Moor

The tables attached reflect median pay for classroom teachers, headteachers and ‘other leadership’ teachers. Deputy heads are grouped into the ‘other leadership’ category, alongside assistant heads. Median pay is not published for deputy heads separately but has been produced for this response and included.

Statistics for median teacher pay extending back to 1996/97 are not readily available. The available time series goes back to 2010/11, the first year of the School Workforce Census.

These figures are adjusted for inflation by using the Consumer Price Index from Office for Budget Responsibility Economic and Fiscal Outlook from March 2026, on a financial year basis.

Headteacher pay in maintained schools is determined by a calculation set out in the School Teachers Pay and Conditions Document. Once the school has been allocated to one of eight headteacher groups, largely based on size of school by pupil numbers, the individual salary range of the headteacher is determined by the governing body within the minimum and maximum of the respective headteacher group range. The salary range of any deputy or assistant headteachers is then determined in the context of the headteachers salary.

In exceptional circumstances, schools can pay their headteachers up to 25% above the maximum of their headteacher group or go beyond 25% if supported by an independently-assessed and approved business case.

The tables attached reflect median pay for classroom teachers, headteachers and ‘other leadership’ teachers. Deputy heads are grouped into the ‘other leadership’ category, alongside assistant heads. Median pay is not published for deputy heads separately but has been produced for this response and included.

Statistics for median teacher pay extending back to 1996/97 are not readily available. The available time series goes back to 2010/11, the first year of the School Workforce Census.

These figures are adjusted for inflation by using the Consumer Price Index from Office for Budget Responsibility Economic and Fiscal Outlook from March 2026, on a financial year basis.

Headteacher pay in maintained schools is determined by a calculation set out in the School Teachers Pay and Conditions Document. Once the school has been allocated to one of eight headteacher groups, largely based on size of school by pupil numbers, the individual salary range of the headteacher is determined by the governing body within the minimum and maximum of the respective headteacher group range. The salary range of any deputy or assistant headteachers is then determined in the context of the headteachers salary.

In exceptional circumstances, schools can pay their headteachers up to 25% above the maximum of their headteacher group or go beyond 25% if supported by an independently-assessed and approved business case.

The tables attached reflect median pay for classroom teachers, headteachers and ‘other leadership’ teachers. Deputy heads are grouped into the ‘other leadership’ category, alongside assistant heads. Median pay is not published for deputy heads separately but has been produced for this response and included.

Statistics for median teacher pay extending back to 1996/97 are not readily available. The available time series goes back to 2010/11, the first year of the School Workforce Census.

These figures are adjusted for inflation by using the Consumer Price Index from Office for Budget Responsibility Economic and Fiscal Outlook from March 2026, on a financial year basis.

Headteacher pay in maintained schools is determined by a calculation set out in the School Teachers Pay and Conditions Document. Once the school has been allocated to one of eight headteacher groups, largely based on size of school by pupil numbers, the individual salary range of the headteacher is determined by the governing body within the minimum and maximum of the respective headteacher group range. The salary range of any deputy or assistant headteachers is then determined in the context of the headteachers salary.

In exceptional circumstances, schools can pay their headteachers up to 25% above the maximum of their headteacher group or go beyond 25% if supported by an independently-assessed and approved business case.

The tables attached reflect median pay for classroom teachers, headteachers and ‘other leadership’ teachers. Deputy heads are grouped into the ‘other leadership’ category, alongside assistant heads. Median pay is not published for deputy heads separately but has been produced for this response and included.

Statistics for median teacher pay extending back to 1996/97 are not readily available. The available time series goes back to 2010/11, the first year of the School Workforce Census.

These figures are adjusted for inflation by using the Consumer Price Index from Office for Budget Responsibility Economic and Fiscal Outlook from March 2026, on a financial year basis.

Headteacher pay in maintained schools is determined by a calculation set out in the School Teachers Pay and Conditions Document. Once the school has been allocated to one of eight headteacher groups, largely based on size of school by pupil numbers, the individual salary range of the headteacher is determined by the governing body within the minimum and maximum of the respective headteacher group range. The salary range of any deputy or assistant headteachers is then determined in the context of the headteachers salary.

In exceptional circumstances, schools can pay their headteachers up to 25% above the maximum of their headteacher group or go beyond 25% if supported by an independently-assessed and approved business case.

Environmental quality standards are fundamental to the effective assessment and regulation of chemical impacts. This commitment has already been made in the roadmap produced by the cross-Governmental Pharmaceuticals in the Environment group.

The Government has set out its new vision for water through a White Paper published on 20 January 2026. The White Paper sets out once in a generation reforms that will transform the water system for good. It sets out how we will deliver on our promise to clean up our rivers, lakes and seas – not just for today, but for generations to come. We have committed to explore setting new ambitious overarching targets for the water environment. In the meantime, we continue to work towards our obligation to secure continuous improvement for the water environment.

Environmental quality standards are fundamental to the effective assessment and regulation of chemical impacts. This commitment has already been made in the roadmap produced by the cross-Governmental Pharmaceuticals in the Environment group.

The Government has set out its new vision for water through a White Paper published on 20 January 2026. The White Paper sets out once in a generation reforms that will transform the water system for good. It sets out how we will deliver on our promise to clean up our rivers, lakes and seas – not just for today, but for generations to come. We have committed to explore setting new ambitious overarching targets for the water environment. In the meantime, we continue to work towards our obligation to secure continuous improvement for the water environment.

Environmental quality standards are fundamental to the effective assessment and regulation of chemical impacts. This commitment has already been made in the roadmap produced by the cross-Governmental Pharmaceuticals in the Environment group.

The Government has set out its new vision for water through a White Paper published on 20 January 2026. The White Paper sets out once in a generation reforms that will transform the water system for good. It sets out how we will deliver on our promise to clean up our rivers, lakes and seas – not just for today, but for generations to come. We have committed to explore setting new ambitious overarching targets for the water environment. In the meantime, we continue to work towards our obligation to secure continuous improvement for the water environment.

The Veterinary Medicines Directorate (VMD) leads the cross‑Government Pharmaceuticals in the Environment (PiE) Group and has published a roadmap responding to fipronil and imidacloprid detected in UK waterways. While the VMD does not undertake environmental monitoring of these substances, we liaise with the environment agencies that do, all of whom are represented on the PiE Group.

VMD‑funded studies show that topical spot‑on flea and tick products can contribute to environmental levels through wastewater pathways and when treated dogs swim.

Routine or preventive use may contribute to environmental inputs; however, there is no shared definition of risk‑based use across the companion animal sector. Prophylactic treatment may be appropriate in some cases, in the prevention of parasitic disease and zoonotic transfer, and the clinical justification for the decisions made by the attending veterinarian for such use is overseen independently of the VMD.

The VMD is funding research on how pet owner behaviours influence environmental outcomes to inform future communications and policy to promote responsible use. Alongside this, the VMD will launch national stewardship messaging in spring 2026 and is reviewing distribution categories to consider whether professional advice should be required at point of sale, helping protect both animal health and the environment.

The information requested on the median salaries for prison governors in England and Wales from 1996 – 2017 in cash terms is not held on the Department’s payroll system. Likewise, the Department does not hold the median salary during the entire period from 1996 – 2026 in real terms adjusted for inflation.

For the median salary in cash terms for the 2018-19 period and subsequent years up until 2025, please see the following table: