How do increments work in the NHS?
Pay progression through increments in the National Health Service (NHS) in England is based on a system known as Agenda for Change (AfC). This is a national pay and grading system that covers most NHS staff, excluding doctors and some other clinical roles.
The AfC system is designed to provide a fair and transparent way to determine pay and progression for NHS staff, based on their qualifications, experience, and performance. It is made up of nine pay bands, which are based on the level of skills and responsibility required for a particular role. Staff members typically start at the bottom of the pay band for their role, and can progress to the top of the pay band through a combination of experience and performance.
For example, a nurse who is just starting out in their career would typically start at the bottom of pay band 5, which is the pay band for qualified nurses. As they gain experience and develop their skills, they would be able to progress through the pay band, moving up to an intermediate increment (with higher salary) after two years. This process would continue until they reached the top of the pay band after two further years.
Increments are not implemented in the same way for all pay bands. Some AfC bands have just a bottom and top increment, whilst others have a mid-point or intermediate increment. The differences between bands are outlined below:
- Band 2: currently no pay progression
- Band 3: staff move from bottom to top increment after two years
- Band 4: staff move from bottom to top increment after three years
- Band 5: staff move from bottom to middle increment after two years, and to the top increment after two further years
- Bands 6-9: staff move from bottom to middle increment after two years, and to the top increment after three further years
Generally, there is no automatic progression for staff who have reached the top of their pay band. Staff in this situation must consider whether to apply for more senior roles, which may require moving departments or locations.
NHS Band 8 and 9 increments following 2024 pay rise
The yearly NHS pay rise in 2024/25 added new increments to Band 8 and 9, meaning that staff were eligible for pay increases after two years of service. For staff with more than two years of experience in their Band 8 or Band 9 role in April 2024, backdated pay will be included in the November 2024 pay packet. A similar approach will be taken for staff whose 2-year anniversary takes place between May and October 2024 – i.e. staff will receive additional backdated pay in their November pay slip, as well as their backdated pay for the main pay rise in October.
Why do all band 2s TSWs get paid the same? Why have the increments been scrapped? Why am I getting paid the same amount as a new starter with no NHS experience? I have to work in an emergency obstetrics theatre and other TSWs just pushing a trolley around all day? How do you differentiate salary renumeration for TSW( 4 years service) and TSW ( 1 days service)?
I have been a band 2 for 34 years new starters with no experience get paid the same as i do
Makes no sense I’ve been in healthcare for over 28 years
Who authorised 5 years of no pay progression on band 8a five years of nothing then a jump at the end …who agreed to this !
New Starters should not be paid the same as experienced Band 2 staff, this is ridiculous. band 2 staff many who were key workers who worked through Covid are not being appreciated.
I started a band 4 position October 2021 then moved to a new band 4 in January 2022. On my payslip it’s say that Jan 2025 is my Inc date. I thought it would be October 2024?
I am struggling with this exact problem! My husband is in the army so we have had to relocate but i have not been out of the NHS for over 2 weeks before moving into a new job. My new progression date is June 2025!
When I started a new role my increment was wrong and I actually got paid too much and had to pay it back. It was an error as I got the new job the same time as my b5 increment was due to go up so it got mixed up. I would speak with your payroll dept and see if they can clarify this. If same band and no break in service I believe you should have your original increment date.
mary.holland3.nhs.net
i have been at hospital since 1987 imaging dept and the increase in pay very bad
I think is so wrong I’ve been working in care work for over 27 years with out any progression I’m a band 2 still have been a band 3 then moved jobs to band 2 after years of working no progression in my jobs in the nhs I have tried to move forward in my new job as a band 2 to a band 3 not happening disappointed with the state of the nhs
Disgusted with the nhs no pay progression as top ban 2 can not move up to a band 3 as small team and drifferent nhs mtw Kent community health don’t want pay for a band 3 healthcare assistance only for a band 2 so no progression
I don’t think there is an appropriate pay increase between top Band 7 and bottom 8a for the increased level of responsibility and accountability. Take home pay difference is only £14pw. Very poor incentive to progress to SMT levels
Office staff Band-2 should be Band-3, as we do a lot more than what receptionists do.
It’s a shame that our trust sees the work difference between admin work and receptionist .
😥💔. We work very hard!
I’m already top of band 8a. With the pay rise what will my salary be
i am a healthcare assistant band 2, worked in the trust for 24 years. I have to take bloods, cannulate, ecg, bps. this is on top of the band 2 job description! my last pay increment was 3/6/2019. I train new starters that come in on the same payscale as me who have no experience. I thought the idea for AFC was you were paid for your skills! i am at the top of my pay band where i have been the same for years.
I feel that this needs to be addressed as the idea of the AFC is not working for us Band 2 staff we are not being paid for our skills.