Redhill Academy Trust Teacher Pay (2026/27)

The Redhill Academy Trust is a useful case for this section of the site precisely because it is unremarkable on the one measure most applicants check first. It does not run its own pay scale, it does not advertise a percentage or cash uplift, and it has not been through a headline industrial dispute of the kind that has put other large trusts in the news. Judged purely on the number on the payslip, there is very little to say.

What makes it worth a page of its own is what sits alongside the pay: a Department for Education-designated Teaching Hub that the trust runs itself, rather than merely participating in. For a teacher weighing up early professional development, or a foundation for a leadership career, that is a genuinely different proposition from a trust of similar size and similar pay that has no comparable infrastructure. This page sets out what Redhill actually pays, what the Teaching Hub does and does not give you, and what remains unpublished and worth asking about directly.

What The Redhill Academy Trust actually is

The trust's roots lie in The Redhill Academy, an outstanding secondary school in Arnold, on the northern edge of Nottingham, which grew into a sponsoring multi-academy trust as local schools converted to academy status around it. Its own website now describes a trust that has "grown to encompass 21 academies providing excellent education for over 13,000 children in nursery, infant, junior, secondary and post-16 settings" across Nottinghamshire and North Derbyshire. Counting the individual schools listed on the trust's own primary and secondary academies pages gives 11 primary academies and 10 secondary academies — 21 in total, which matches the trust's own headline figure exactly.

That is real growth, and worth putting in context. Earlier published material — including pages that were live within the last few years — described a Redhill Academy Trust of 16 academies educating over 11,000 children. Whichever exact point in that expansion you look at, the direction is the same: this is a trust that has been adding schools steadily rather than one that has settled at a stable size, which is also why you will find slightly different figures depending on which page or dataset you check. The trust's own homepage is not fully internally consistent — one section refers to "a thriving and ambitious community of 20 schools" while the main text states 21 academies — and the Department for Education's own Financial Benchmarking and Insights Tool shows a slightly earlier snapshot of 19 academies. None of that points to a real dispute about scale; it is the normal signature of a trust that keeps growing faster than every dataset about it can be refreshed.

Geographically the trust spans two counties with genuinely different character. Its Nottinghamshire schools cluster around Arnold, Carlton and Radcliffe-on-Trent on the edge of Nottingham, plus a further group around Bolsover; its North Derbyshire schools sit around Chesterfield, including Tupton Hall School and a cluster of smaller primaries such as Tupton Primary & Nursery Academy, North Wingfield Primary & Nursery Academy, Scarcliffe Primary School, Palterton Primary School, Duckmanton Primary School, Hunloke Park Primary School and Arkwright Primary School. A trust spanning suburban Nottingham and former Derbyshire coalfield communities is covering a wide range of contexts under one pay and development framework, which is worth bearing in mind when reading any trust-wide figure on this page.

National MPS/UPS pay, not a distinct scale

Start with the straightforward part. Redhill Academy Trust does not run a bespoke, trust-specific pay structure. Its own adverts on the DfE's Teaching Vacancies service describe teaching posts against the "Teachers' Main / Upper Pay Scale", using point labels R1 to R9 that map onto the national M1–M6 and U1–U3 structure, and a separate Leadership Pay Scale (L1–L5) for Lead Practitioner and leadership posts. That is the same national framework set out in the School Teachers' Pay and Conditions Document and used in every maintained school in England — not a translated, trust-branded equivalent of the kind United Learning runs with its PT and EPT bands.

For reference, the confirmed 2026/27 national scale runs from £34,069 at M1 (the standard ECT starting point outside London and the fringe) to £52,835 at the top of the Upper Pay Range — see our full 2026/27 pay scales guide for every point and every region. TLR payments follow the same national bands wherever you work: TLR1 £10,531–£17,819, TLR2 £3,651–£8,913, and the SEN allowance runs £2,885–£5,690. Nothing in Redhill's published material suggests it deviates from any of these ranges.

What live vacancies actually pay

Because Redhill Academy Trust does not publish a standalone pay policy, live job adverts are the most reliable public evidence of what it actually pays. Across multiple 2026 postings for classroom teacher roles — including Teacher of Maths, Teacher of English and Teacher of Computing posts at several of the trust's secondary academies — adverts on Teaching Vacancies and equivalent job boards consistently quote the same structure:

• Teachers' Main / Upper Pay Scale (R1–R9): £32,916–£51,047. This is the figure printed on the advert, not our arithmetic, and it sits a little behind the confirmed 2026/27 national range of £34,069 to £52,835 — consistent with an advert that was written against the previous year's STPCD figures, which is normal and worth checking rather than assuming.
• Leadership Pay Scale (L1–L5), used for a Lead Practitioner of Science post: £51,772–£57,136. Using the statutory leadership range for a Lead Practitioner role, rather than a separate Leading Practitioner scale, is itself informative — it tells you the post is graded and reviewed alongside assistant head and deputy head posts rather than sitting in a standalone specialist band. The national leadership range for 2026/27 runs from £53,586 at its lowest statutory point.
• A TLR2C payment of £3,527 quoted for a coordinator-level responsibility post. That figure sits marginally below the current national TLR2 minimum of £3,651, again consistent with an advert written against an earlier STPCD year rather than any Redhill-specific reduction.

The pattern across all of these is the same one this site sees at most trusts that do not publish a distinct pay policy: live adverts quote the recognisable national structure, typically a year or so behind the current STPCD figures because job descriptions and adverts are not rewritten every September. That is a good sign in one respect — there is no evidence of a trust-specific discount on the national scale — and a reason to check the live figure for your own advert rather than relying on any number, including the ones on this page, that is more than a few months old.

The Redhill Teaching Hub: what it means for you

This is the section that actually distinguishes Redhill Academy Trust from most of the trusts covered elsewhere on this site, and it deserves more space than the pay structure above.

In 2024 the Department for Education re-designated the national network of teaching school hubs, confirming 87 hubs across England as "centres of excellence" for teacher training and professional development, running from September 2024 to August 2028 and replacing the older, much larger network of around 750 individual teaching schools. Redhill Academy Trust runs one of those 87: the Redhill Teaching Hub, DfE-designated for the Gedling, Bassetlaw and Newark & Sherwood area. Being one of only 87 such hubs nationally, rather than one of several thousand schools that simply use a hub run by someone else, is a genuinely narrow distinction, and it is worth being precise about why it matters practically rather than just citing the number.

A teaching school hub's remit covers what the sector calls the "golden thread" of teacher development: delivery of Initial Teacher Training, delivery of the Early Career Framework to both ECTs and their mentors, acting as the statutory Appropriate Body that assesses whether early career teachers have met the Teachers' Standards, delivery of National Professional Qualifications from middle leadership through to headship, and wider continuing professional development. Redhill delivers Initial Teacher Training as a partner of Inspiring Leaders SCITT, offering both primary and secondary training routes across Nottinghamshire, Derbyshire, Lincolnshire and Leicestershire, and the trust's own staff development material confirms the hub provides "full access to the Early Career Teacher Entitlement and Appropriate Body services" alongside NPQ signposting.

The trust splits its staff development offer into two channels. The Redhill Teaching Hub handles ITT, the Early Career Framework and NPQ access, while the separate Redhill College of Leadership and Development provides "all other CPD opportunities and experiences for teaching and operational support staff" — a broader offer than the statutory minimum, covering non-teaching staff as well. Teachers who progress into delivering training themselves, rather than only receiving it, are given the internal title Redhill Leader of Education, involved in "delivering CPD, training new teachers or leading others". That is a concrete, named career step inside the trust that a similarly sized trust without a designated hub simply has no equivalent of.

Career pathways: SCITT, ECF and NPQs

Set out plainly, here is what the Teaching Hub infrastructure actually offers at each career stage, based on the trust's own published staff-development material:

• Trainee teachers can train through Inspiring Leaders SCITT, with Redhill Academy Trust as a delivery partner, across both primary and secondary phases and across four counties rather than one.
• Early Career Teachers receive their statutory Early Career Framework entitlement delivered through the trust's own hub, with the hub also acting as the Appropriate Body that formally assesses ECT progress against the Teachers' Standards — rather than the trust needing to arrange this through an external provider.
• Teachers seeking National Professional Qualifications — whether NPQ for Senior Leadership, Headship, or a specialist NPQ such as SENCo or Leading Teaching — access these through the same hub, which is signposted directly from the trust's own staff-development pages.
• Staff interested in delivering rather than only receiving training can become Redhill Leaders of Education, a named internal role delivering CPD, training new teachers, or leading colleagues — the clearest visible route from classroom teacher toward a school-improvement or hub-facing career within the trust.
• All staff, teaching and support, additionally have access to the Redhill College of Leadership and Development for wider CPD outside the ITT/ECF/NPQ golden thread.

What is missing from the public record, and worth asking about directly, is any quantified outcome data — how many trainees the SCITT partnership places each year, how many ECTs the hub supports at any one time, or completion and progression rates for its NPQ cohorts. Large, well-established hubs elsewhere in the country sometimes publish this kind of information; we could not find it published for Redhill, and a hub's practical value to you depends heavily on cohort size and how oversubscribed its own NPQ places are in your specialism.

You can read our dedicated guides to National Professional Qualifications and to Early Career Teacher pay and entitlements for what the statutory minimum looks like anywhere in England — the question specific to Redhill is simply whether being inside the hub itself, rather than a school that merely draws on one, translates into an easier or faster route through that entitlement. On the evidence available, the structural case for "easier and closer" is real; the evidence for "faster or higher-quality" is not something we could independently verify.

Pension and the rest of the package

Pension is standard. Redhill Academy Trust's staff benefits material confirms the Teachers' Pension Scheme for teaching staff and the Local Government Pension Scheme for support staff — the same split used across the large majority of English schools and academy trusts, with no alternative or substitute arrangement that we could find any evidence of.

Beyond pay and pension, the trust's published benefits are reasonably typical for a large regional trust, with a few specifics worth noting:

• "My Contribution" — the trust's own branded annual appraisal scheme, described on job adverts as offering "personalised appraisal". We could not find a published policy document explaining how it actually determines pay progression decisions; see the note below.
• Annual leave that increases with length of service, plus recognition of continuous local authority service for both annual leave entitlement and occupational maternity and paternity pay — a genuine advantage for anyone transferring in from a maintained school or another academy trust rather than starting their service record from zero.
• A minimum hourly rate stated to be "significantly above the National Living Wage" for all trust roles except apprentices.
• A Cycle to Work scheme and an employee benefits platform offering discounts.
• An Employee Assistance Programme for staff wellbeing support.
• A full induction programme for new starters, alongside the ongoing CPD offer described above.

Ofsted across a two-county trust

With 21 academies spanning suburban Nottingham and former coalfield Derbyshire communities, no single Ofsted judgement can meaningfully describe the whole trust, and we have not attempted to construct one. Two data points are worth recording because they are specific and current. The trust's flagship and namesake school, The Redhill Academy in Arnold, was rated Outstanding across quality of education, behaviour and attitudes, personal development, leadership and management, and its sixth form, following an inspection on 8 May 2024. South Nottinghamshire Academy, another of the trust's secondaries, was rated Good in an inspection in March 2022.

We did not find evidence of any trust-wide Ofsted intervention, rebrokerage, or special measures history for Redhill Academy Trust of the kind that has affected some comparably sized Midlands trusts. That absence is not proof that every one of the trust's 21 academies is performing well — a trust this size will always contain a range of outcomes — but nothing in the public record points to a systemic problem. The only reliable check for any specific post is the individual school's own current report on Ofsted's report service, not the reputation of the trust's best-known school.

Executive pay and what we couldn't verify there

For balance, and because executive pay is a routine comparison point on this site, we looked for Redhill Academy Trust's chief executive pay from its published accounts. We were not able to confirm a current, sourced figure: searches returned the trust's company registration (company number 07430317, with accounts for the year ended 31 August 2024 filed with Companies House in February 2025) but not a specific salary band we could attribute with confidence to a named individual from primary reporting. The Department for Education's Financial Benchmarking and Insights Tool shows the trust holding revenue reserves of just under £4 million against an in-year balance that was in deficit by a modest amount in the period shown — figures that, on their own, tell you very little without the multi-year trend and the trust's own explanation alongside them.

We would rather report this gap plainly than guess at a number. If executive pay proportionate to teacher pay matters to you in assessing a trust, the primary source is the trust's own annual accounts, which multi-academy trusts are required to publish; Redhill's are linked from its own financial accounts page.

What changes under the 2026 Act

The Children's Wellbeing and Schools Act 2026 requires academies to have regard to the School Teachers' Pay and Conditions Document and introduces a statutory minimum pay floor set by reference to it, alongside extending the School Teachers' Review Body's remit to cover academies directly. Section 59 and Schedule 3 commenced on 29 June 2026, which gives the Secretary of State the power to make a minimum remuneration order — academies are not required to actually pay the floor until that order is made, which the Department for Education has said will happen no earlier than September 2026, and had not happened at the time of writing. The September 2027 date sometimes quoted alongside this Act concerns a separate provision, QTS becoming a requirement in academies, not the pay floor itself.

For a trust already paying the standard national scale with no uplift, like Redhill, the pay-floor provision changes very little in headline terms: it already clears any floor set with reference to the STPCD by construction. The more relevant part of the Act for this trust is the wider duty to have regard to the STPCD as a whole, including its provisions on appraisal and pay progression — which bears directly on the unpublished "My Contribution" scheme discussed above. How much that duty adds in practice is not yet settled and will likely depend on statutory guidance still to come.

What we couldn't verify

• Well evidenced: that Redhill Academy Trust pays the standard national Main/Upper Pay Scale and Leadership Pay Scale, from its own job adverts on Teaching Vacancies and equivalent job boards.
• Well evidenced: the DfE designation of the Redhill Teaching Hub for Gedling, Bassetlaw and Newark & Sherwood, and its place among the 87 nationally designated teaching school hubs running from September 2024 to August 2028.
• Well evidenced: Teachers' Pension Scheme membership for teaching staff and Local Government Pension Scheme membership for support staff, from the trust's own benefits material.
• Well evidenced: the Outstanding rating for The Redhill Academy (May 2024) and Good rating for South Nottinghamshire Academy (March 2022), from Ofsted's own published reports.
• Well evidenced but growing quickly, so treat the exact figure as approximate: the trust's size — 21 academies and over 13,000 pupils per its own current website, against an earlier reported 16 academies and 11,000-plus pupils, a DfE benchmarking snapshot of 19 academies, and an internally inconsistent "20 schools" reference on the trust's own homepage.

• Not found: a published Teachers' Pay Policy, appraisal policy, or document explaining how the "My Contribution" scheme actually determines pay progression decisions.
• Not found: any published directed-time policy or figure against the 1,265-hour statutory limit.
• Not verified: a current, sourced chief executive salary figure from the trust's published accounts.
• Not verified: quantified outcomes for the Teaching Hub itself — how many trainee teachers, ECTs or NPQ participants it supports each year, or completion and progression rates.
• Not found: any published union recognition agreement, NASUWT or NEU trust-specific guidance page, or record of collective disputes at this trust, in contrast to some other large multi-academy trusts covered on this site.

How to check before you apply

None of the following questions is awkward, and a trust confident in its current position should answer all of them without difficulty.

• Ask which scale point you are being offered, in writing — not just "MPS/UPS". A range from M1 to U3 covers a spread of nearly £19,000 nationally and tells you nothing about your own salary.
• Confirm the figure against the current 2026/27 STPCD, since live adverts can lag the confirmed annual uplift by a year — use our pay scales guide to check the point you are quoted against the current national figure.
• Ask to see the "My Contribution" policy document itself, not just a description — what objectives are set, who moderates outcomes, and what the appeal route is if progression is withheld.
• Ask what access to the Redhill Teaching Hub actually looks like for your specific role and career stage — how many ECT or NPQ places are typically available, and whether demand ever exceeds them.
• If you are newly qualified, confirm the hub is acting as your Appropriate Body and ask how ECF training is timetabled at your specific academy, since delivery can vary between the trust's 21 schools.
• Confirm you will be enrolled in the Teachers' Pension Scheme (or LGPS for support roles) in your offer letter.
• Check the specific academy's current Ofsted report yourself, rather than relying on the trust's flagship school's Outstanding rating — with 21 academies across two counties, individual outcomes vary.
• Ask whether there is a recognised union representative at the school — we found no published trust-wide recognition agreement, so this is worth establishing directly rather than assuming.

You can model any offer against your own circumstances with our take-home pay calculator, and compare the specific scale point against every English region with our pay point calculator. Taken as a whole, Redhill Academy Trust is a standard-pay trust with an unusually well-developed professional development infrastructure attached to it — worth real weight if career progression matters more to you than a headline salary differential, and worth checking carefully on the one point, appraisal-linked progression, that the trust does not currently publish.