If you work in a school or another education setting, you may have seen a salary advertised as term-time only, pro rata, or both. At first, the advertised full-time salary can look much higher than the amount you actually receive.

A Term-Time Only Salary is usually lower than the full-time equivalent because you work fewer weeks or hours than a full-year, full-time employee. However, this does not simply mean that your salary is divided by 52 weeks. Your employer normally calculates your pay based on the work you are contracted to do, along with any holiday entitlement and other contractual arrangements.

This guide explains how term-time-only pay works in the UK, how to calculate a pro rata salary, what “weeks paid” means, and how your annual salary can be spread across monthly payslips.

What Is a Term-Time Only Salary?

A Term-Time Only Salary is pay for an employee who works during school or college terms rather than throughout the entire year.

This arrangement is common for:

• Teaching assistants
• School administrators
• Teaching support staff
• Lunchtime supervisors
• Classroom assistants
• Nursery staff
• Catering and other school support workers
• Some employees in colleges and other education settings

For example, a school job might advertise:

Full-time salary: £25,000 per year

The position may be for someone who works only during school terms. If the employee works fewer hours and fewer weeks than the full-time equivalent, their actual annual salary will be calculated on a pro rata basis.

The important point is that £25,000 is usually the full-time equivalent salary, not necessarily the amount a term-time employee will receive.

What Does Pro Rata Mean?

“Pro rata” means in proportion.

When an employee works fewer hours or weeks than the full-time arrangement, their pay is normally reduced proportionately.

For example, suppose a full-time employee earns £30,000 for 37.5 hours per week.

If another employee works 18.75 hours per week, which is half of the full-time hours, their salary could be approximately:

£30,000 × 18.75 ÷ 37.5 = £15,000

This is a simple example based on hours.

For term-time-only employees, the calculation can be more complicated because the employee may work fewer weeks as well as fewer hours.

How Does Term-Time Only Pay Work?

A term-time-only employee usually works during specified weeks of the year and has school holidays away from work.

However, not all of the weeks away from work are necessarily unpaid.

Your salary may take account of statutory or contractual holiday entitlement. This means your employer may calculate your annual pay using:

1. The number of weeks you are required to work
2. Your weekly working hours
3. Your full-time equivalent salary
4. Your holiday entitlement
5. Any additional contractual arrangements

The exact calculation depends on your employment contract and employer.

This is why two people working in different schools could have different annual salaries even if their advertised full-time salaries are the same.

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Term-Time Only Salary Calculation

A simplified way to understand a term-time salary is:

Term-Time Salary = Full-Time Salary × (Term-Time Hours ÷ Full-Time Hours) × (Weeks Worked ÷ Full-Time Working Weeks)

However, this formula is only a starting point.

In practice, employers may calculate the salary differently, particularly where annual leave, bank holidays, additional paid weeks and contractual pay arrangements are included.

For a reliable calculation, you should check the number of paid weeks, not just the number of weeks you physically attend work.

Example: Full-Time Equivalent Salary

Suppose a school advertises a position with:

• Full-time salary: £28,000
• Full-time hours: 37.5 hours per week
• Term-time hours: 30 hours per week
• Term-time working weeks: 39

A simple calculation based only on hours and weeks might look like this:

£28,000 × 30 ÷ 37.5 × 39 ÷ 52

This gives approximately:

£16,800 per year

But this should not automatically be treated as the employee’s actual contractual salary. Holiday entitlement and the employer’s method of calculating term-time pay can change the final figure.

Why Are Term-Time Salaries Often Quoted as Full-Time Equivalent?

Job advertisements frequently show a full-time equivalent (FTE) salary because it makes different jobs easier to compare.

For example:

Salary: £27,000 to £30,000 FTE, term-time only, 30 hours per week

The £27,000 to £30,000 figure tells you the salary level for the equivalent full-time role.

It does not necessarily mean you will receive £27,000 to £30,000.

Your actual salary could be lower because you work fewer hours, fewer weeks, or both.

When applying for a job, look for wording such as:

• FTE salary
• Actual salary
• Pro rata salary
• Term-time only
• 39 weeks per year
• 43.5 paid weeks
• Including holiday entitlement

The actual salary is particularly important when comparing job offers.

Read More: Rata Calculator UK- Zero-Hour Contract Pay Explained

What Does “39 Weeks Term-Time Only” Mean?

A term-time-only employee may be required to work around 39 weeks of the year, depending on the school calendar and contract.

However, 39 weeks does not necessarily mean you will receive only 39 weeks of salary.

An employee may have entitlement to paid annual leave in addition to the weeks worked.

For example, a contract might effectively involve:

Component	Weeks
Term-time work	39
Annual leave	4.6
Bank holidays or other paid entitlement	Varies
Total paid weeks	Depends on contract

The exact figures vary between employers.

This is one of the most important points when calculating Term-Time Only Salary. Do not assume that every term-time employee is simply paid for 39 weeks.

How Holiday Pay Works for Term-Time Workers

Holiday pay can make term-time salary calculations confusing.

UK holiday law gives eligible workers a minimum statutory entitlement to paid annual leave. The way holiday pay is calculated depends on the employee’s working arrangement and the relevant rules applying to their contract.

Since January 2024, new holiday pay rules have allowed employers to use an accrual method for certain irregular-hours and part-year workers. For eligible workers, statutory holiday entitlement can be accrued based on hours worked, including a commonly used 12.07% calculation.

However, 12.07% should not automatically be applied to every term-time employee.

The correct approach depends on the employment arrangement, the contract, and whether the worker falls within the relevant legal category. Teachers and other school employees may also be covered by specific contractual arrangements.

For this reason, your employment contract or payroll department should be used to confirm how holiday pay is included in your salary.

How to Calculate a Term-Time Only Salary

You can use the following process to estimate your salary.

Step 1: Find the Full-Time Equivalent Salary

Start with the salary shown in the job advertisement.

For example:

FTE salary = £30,000

This is your starting point, not necessarily your final annual salary.

Step 2: Compare Your Weekly Hours

Suppose the full-time position is 37.5 hours per week and your contract is for 30 hours.

Calculate:

30 ÷ 37.5 = 0.8

You are working 80% of the full-time weekly hours.

Step 3: Check Your Working Weeks

Suppose you are required to work 39 weeks each year.

A simple weeks-based calculation would be:

39 ÷ 52 = 75%

Step 4: Combine the Figures

Using the simplified method:

£30,000 × 0.8 × 0.75 = £18,000

This produces an estimated pro rata salary of £18,000 before considering the employer’s specific holiday and pay arrangements.

Your actual contractual figure may be different.

Read More: Pro Rata Calculator UK- Fixed-Term Contract Pay

Example: Term-Time Salary With Holiday Pay

Consider a school employee with:

• FTE salary: £26,000
• Full-time hours: 37 hours per week
• Employee hours: 25 hours per week
• Term-time work: 39 weeks
• Additional paid holiday entitlement included according to the employer’s calculation

First calculate the hours:

25 ÷ 37 = 67.57%

Then apply that proportion to the relevant full-time salary and working-year calculation.

The final salary should then account for the holiday entitlement included under the employee’s contract.

This illustrates why a basic “weeks worked divided by 52” calculation may not match the salary shown on your contract.

Term-Time Only Salary vs Full-Time Salary

The difference is easiest to understand with an example.

Salary arrangement	Full-time equivalent	Term-time employee
Annual FTE salary	£30,000	£30,000 FTE
Weekly hours	37.5	30
Working pattern	Full year	Term-time
Actual annual salary	£30,000	Lower than FTE
Monthly payment	£2,500 gross	Depends on annual salary and pay arrangement

The term-time employee’s annual salary is lower because the employee does not work the same number of hours and weeks as the full-time equivalent.

Why Is My Term-Time Salary Paid Over 12 Months?

Many term-time employees receive the same or a similar gross salary every month, including during school holidays.

This is often done by calculating the employee’s annual entitlement and spreading it across the contractual pay period.

For example, if your annual salary is £18,000 and it is paid evenly over 12 months:

£18,000 ÷ 12 = £1,500 per month

You may therefore receive approximately £1,500 gross each month, even though you are not working during every school holiday.

This does not mean you are being paid for every holiday as if you were working. Your annual salary has been calculated according to your contract and then distributed across the agreed pay period.

Always check your payslip and contract to understand how your employer handles term-time pay.

Does Term-Time Only Mean You Are Unpaid During School Holidays?

Not necessarily.

This is a common misunderstanding.

A term-time-only employee may not work during school holidays, but the annual salary can include paid annual leave and may be spread across 12 monthly payments.

The answer depends on the wording of your employment contract.

Before accepting a job, check:

• How many weeks you are required to work
• How many weeks are paid
• Whether holiday pay is included
• Whether bank holidays are included
• Whether your salary is paid over 12 months
• Whether the advertised figure is FTE or actual salary

These details can have a significant effect on your take-home pay.

Term-Time Only Salary and Take-Home Pay

Your annual gross salary is not the same as your take-home pay.

Once your gross salary has been calculated, deductions may include:

• Income Tax
• National Insurance
• Workplace pension contributions
• Student loan repayments, if applicable
• Other deductions authorised under your employment arrangements

For example, an employee with a gross annual salary of £18,000 will not normally receive £18,000 in their bank account.

Your actual monthly pay depends on your tax code, pension arrangements and other applicable deductions.

A pro rata calculator can help you estimate the gross salary first. A separate salary or take-home pay calculator can then estimate deductions.

Term-Time Only vs Part-Time

These terms are related but not identical.

A part-time employee works fewer hours than the full-time equivalent but may work throughout the year.

A term-time-only employee normally works during specific periods, such as school terms, and does not work during certain school holidays.

Someone can be both part-time and term-time only.

For example:

• Full-time employee: 37.5 hours, 52 weeks
• Part-time employee: 25 hours, 52 weeks
• Term-time-only employee: 37.5 hours during school terms
• Part-time term-time-only employee: 25 hours during school terms

The final salary will depend on both the hours and the weeks covered by the contract.

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What Is the Difference Between Pro Rata and FTE Salary?

FTE means full-time equivalent.

It shows what the salary would be if you worked the employer’s standard full-time hours and working pattern.

Pro rata salary is the amount applicable to your actual working arrangement.

For example:

FTE salary: £32,000

If your contract represents 70% of the full-time role, your pro rata salary may be around:

£32,000 × 70% = £22,400

For term-time roles, the calculation may involve both hours and weeks, so the final figure can require additional adjustments.

What Should You Check Before Accepting a Term-Time Job?

Do not look at the advertised FTE salary alone.

Ask the employer or recruitment team:

1. What is the actual annual salary?
2. How many hours will I work each week?
3. How many weeks will I work each year?
4. How many weeks are paid?
5. Is holiday pay included?
6. Are bank holidays included?
7. Is the salary paid over 12 months?
8. What pension scheme applies?
9. Are there unpaid periods?
10. Is the advertised salary based on FTE or actual pay?

These questions can give you a much clearer picture of your expected income.

Using a Pro Rata Calculator UK

A Pro Rata Calculator UK can be useful when comparing full-time and part-time or term-time employment.

For a basic estimate, you may need:

• Full-time annual salary
• Full-time weekly hours
• Your weekly hours
• Full-time working weeks
• Your term-time working weeks
• Holiday or paid weeks, where applicable

A calculator can quickly show how reducing your hours or working weeks may affect your annual salary.

However, a calculator provides an estimate unless it is specifically designed around your employer’s payroll rules. Your employment contract remains the best source for your actual salary.

Common Mistakes When Calculating Term-Time Salary

Mistake 1: Treating the FTE salary as your actual salary

If a job says £28,000 FTE, do not automatically assume you will earn £28,000.

Check the actual pro rata salary.

Mistake 2: Dividing the salary by 52 without checking the contract

Term-time employment can involve annual leave and paid weeks. A simple 39-week calculation may therefore produce the wrong result.

Mistake 3: Ignoring weekly hours

Working 25 hours instead of 37.5 hours has a major effect on your pro rata salary.

Mistake 4: Assuming every term-time worker uses the same holiday calculation

Different contracts and working arrangements can affect how holiday entitlement is calculated.

Mistake 5: Confusing gross salary with take-home pay

Your pro rata salary is normally a gross figure before tax, National Insurance, pension and other deductions.

Final Tips for Understanding Your Term-Time Salary

A Term-Time Only Salary can look confusing because the salary advertised for a job may be its full-time equivalent rather than the amount you will actually earn.

The safest approach is to work from the details in your contract:

FTE salary → weekly hours → working weeks → paid holiday entitlement → actual annual salary → monthly gross pay → deductions

If you are comparing two school jobs, do not compare the FTE salaries alone. Compare the actual annual salary, working hours, working weeks, paid weeks and benefits.

A UK pro rata calculator is useful for estimating the difference between full-time and term-time employment, but your employer’s contract and payroll calculation should always take priority when determining your exact pay.