AWR Daily Rate Calculator for Teachers

Pay Scale (2023/2024)













A Quick Guide to Agency Workers Regulations 2010 for Supply Teachers

It is crucial for teachers to be aware of their daily rate equivalent to ensure they are being remunerated in accordance with established pay scales. 

The Supply Room believe that understanding this rate not only empowers supply teachers to advocate for fair compensation but also ensures that they are being justly rewarded for their expertise and dedication. 

We recognise the significance of transparent and equitable remuneration in fostering a supportive and motivated teaching workforce. 

Supply teachers can utilise our AWR calculator, which we update annually to reflect current pay scales. Additionally, please refer to our quick guide below, which summarises everything you need to know about AWR.

Understanding AWR:

The Agency Worker Regulations (AWR) were introduced in 2011 to provide temporary agency workers, including supply teachers, with certain rights and protections. The primary aim is to ensure that agency workers receive equal treatment in terms of pay and working conditions when compared to permanent employees.

Qualifying for AWR:

To qualify for AWR, teachers must meet certain criteria. The key factor is the completion of a 12-week qualifying period with a particular Hirer/ Client (School for teachers). This period typically starts when you begin working in a role, and it’s important to note that it doesn’t need to be continuous. The qualifying weeks count as long as they fall within a 12-week reference period.

Reaching the Qualifying Period:

Once you complete the 12-week qualifying period in the same role for the same Hirer/Client (School), you are entitled to the same basic working and employment conditions as permanent staff. This includes pay, working hours, holidays, and other benefits. It’s important to be aware of your rights and communicate with your agency or employer to ensure compliance.

Resetting or Pausing the Clock:

The clock resets to 0 in various scenarios, including starting a new assignment or remaining with the same Hirer/Client (School) but in a different role. Pauses occur for breaks, sickness, annual leave, shut-down periods, jury service, and industrial action.

Navigating AWR is crucial for teachers to ensure fair treatment and equal rights in temporary roles. By understanding AWR teachers can advocate for their rights and contribute to a fair and equitable working environment. Stay informed, communicate effectively, and assert your rights under AWR to promote fair employment practices in the education sector.

Based on our experience, teaching agencies actively support equal rights and typically engage with the school on your behalf as you approach the 12-week milestone. However, we recommend taking the initiative to ensure that this process is thoroughly executed for your benefit.

Inner, Outer or Fringe:

Based on the ‘school teachers pay and conditions document 2023‘ the London Area comprises of the Inner London Area, the Outer London Area and the Fringe Area;

Inner London Area: means the area comprising the London boroughs of Barking and Dagenham, Brent, Camden, City of London, Ealing, Greenwich, Hackney, Hammersmith and Fulham, Haringey, Islington, Kensington and Chelsea, Lambeth, Lewisham, Merton, Newham, Southwark, Tower Hamlets, Wandsworth and Westminster.

Outer London Area: means the area comprising the London boroughs of Barnet, Bexley, Bromley, Croydon, Enfield, Harrow, Havering, Hillingdon, Hounslow, Kingston-upon-Thames, Redbridge, Richmond-upon-Thames, Sutton and Waltham Forest.

Fringe Area means:

  • Berkshire – the Districts of Bracknell Forest, Slough and Windsor and Maidenhead;
  • Buckinghamshire – the Districts of South Buckinghamshire and Chiltern;
  • Essex – the Districts of Basildon, Brentwood, Epping Forest, Harlow and Thurrock;
  • Hertfordshire – the Districts of Broxbourne, Dacorum, East Hertfordshire, Hertsmere, St Albans, Three Rivers, Watford and Welwyn Hatfield;
  • Kent – the Districts of Dartford and Sevenoaks;
  • Surrey – the whole county; and
  • West Sussex – the District of Crawley;

Questions?

Jessica Johnson, The Supply Room’s Head of HR and Compliance, is available to support you in understanding AWR, whether you currently work with The Supply Room or not. Email Jess. 

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