NHS Pay Scales 2024/25 (with predicted 5.5% pay rise – updated July 2024)
This article contains predicted NHS pay rises for 2024/25 and was last updated in July 2024.
The figures are based on expectations that staff will receive a pay increase of 5.5% when the government announces the latest round of pay increases following recommendations from the NHS Pay Review Body which were leaked to the press in mid-July 2024. Until the pay deal is officially announced, this page should only be used as a guide – the NHS Pay Review Body is expected to suggest a 5.5% rise, but it is possible that the Government could reject this recommendation if it feels it is unaffordable, or implement it in a different way to what is expected.
Find out more about the pay review process, and when we are expecting the pay rise to be announced in our main article about this year’s pay rise and why our initial pay prediction was a 2.5-3% pay rise. You can also find out why most NHS staff will have noticed a slight pay rise in their April 2024 pay packets and our thoughts on how a Labour government might change NHS pay.
The figures below also include breakdowns showing the High Cost Area Supplement (HCAS) for staff in London and the surrounding areas. We expect the HCAS (and minimum/maximum payments) to increase in line with overall changes in rates of pay (i.e. rise by 3%), which would mean the following additional supplements:
| HCAS area | Rate of HCAS supplement | Minimum Payment 2024/25 | Maximum Payment 2024/25 |
| Inner London | 20% | £5,604 | £8,171 |
| Outer London | 15% | £4,550 | £5,735 |
| Fringes | 5% | £1,258 | £2,121 |
Predicted Agenda for Change pay increases 2024/25
Band 1
Band 1 is no longer used as a point on the Agenda for Change contracts. Find out more about the history of Band 1 and the remaining NHS staff on this band.
Band 2
Staff in Band 2 (such as healthcare assistants, administrative assistants and catering staff) currently start on a salary of £22,383. This would increase to £23,614 following the pay rise.
| Years of experience | Current National pay 2023/24 | Predicted National pay 2024/25 | Predicted Inner London pay 2024/25 | Predicted Outer London pay 2024/25 | Predicted Fringe pay 2024/25 |
| 0+ | £22,383 | £23,614 | £29,218 | £28,164 | £24,872 |
There is currently no pay progression within Band 2.
Band 3
Staff in Band 3 (such as healthcare assistants) currently start on a salary of £22,817. This would increase to £24,072 following the pay rise.
After two years of experience at this band, most staff will receive a pay increase to £24,336. This would increase to £25,674.
| Years of experience | Current National pay 2023/24 | Predicted National pay 2024/25 | Predicted Inner London pay 2024/25 | Predicted Outer London pay 2024/25 | Predicted Fringe pay 2024/25 |
| 0-2 | £22,817 | £24,072 | £29,676 | £28,622 | £25,329 |
| 2+ | £24,336 | £25,674 | £31,279 | £30,225 | £26,958 |
Band 4
Staff in Band 4 (such as office co-ordinators or HR assistants) currently start on a salary of £25,146. This would increase to £26,529 following the pay rise.
After three years of experience at this band, most staff will receive a pay increase to £27,596. This would increase to £29,114.
| Years of experience | Current National pay 2023/24 | Predicted National pay 2024/25 | Predicted Inner London pay 2024/25 | Predicted Outer London pay 2024/25 | Predicted Fringe pay 2024/25 |
| 0-3 | £25,146 | £26,529 | £32,133 | £31,079 | £27,855 |
| 3+ | £27,596 | £29,114 | £34,937 | £33,664 | £30,569 |
Band 5
Staff in Band 5 (such as newly qualified nurses) start on a salary of £28,408. This would increase to £29,970 following the pay rise.
After two years of experience at this band, most staff will receive a pay increase to £30,639. This would increase to £32,324.
Staff will receive a further pay rise after two more years of experience, to £34,581. This would increase to £36,483. This pay point represents the average salary for an NHS nurse.
| Years of experience | Current National pay 2023/24 | Predicted National pay 2024/25 | Predicted Inner London pay 2024/25 | Predicted Outer London pay 2024/25 | Predicted Fringe pay 2024/25 |
| 0-2 | £28,408 | £29,970 | £35,965 | £34,521 | £31,469 |
| 2-4 | £30,639 | £32,324 | £38,789 | £37,173 | £33,940 |
| 4+ | £34,581 | £36,483 | £43,780 | £41,955 | £38,307 |
Band 6
Staff in Band 6 (such as occupational therapists or some more experienced nurses) start on a salary of £35,391. This would increase to £37,338 following the pay rise.
After two years of experience at this band, most staff will receive a pay increase to £37,351. Following the pay rise this would increase to £39,405.
Staff will receive a further pay rise after three more years of experience, to £42,617. This would increase to £44,961.
| Years of experience | Current National pay 2023/24 | Predicted National pay 2024/25 | Predicted Inner London pay 2024/25 | Predicted Outer London pay 2024/25 | Predicted Fringe pay 2024/25 |
| 0-2 | £35,391 | £37,338 | £44,805 | £42,938 | £39,204 |
| 2-5 | £37,351 | £39,405 | £47,286 | £45,140 | £41,376 |
| 5+ | £42,617 | £44,961 | £53,132 | £50,696 | £47,083 |
Band 7
Staff in Band 7 (such as clinical pharmacists, communications managers, or service managers) start on a salary of £43,737. Following the pay rise, this would increase to £46,143.
After two years of experience at this band, most staff will receive a pay increase to £45,996. This would increase to £48,526.
Staff will receive a further pay rise after three more years at this level, to £50,055. This would increase to £52,808.
| Years of experience | Current National pay 2023/24 | Predicted National pay 2024/25 | Predicted Inner London pay 2024/25 | Predicted Outer London pay 2024/25 | Predicted Fringe pay 2024/25 |
| 0-2 | £43,737 | £46,143 | £54,314 | £51,878 | £48,264 |
| 2-5 | £45,996 | £48,526 | £56,697 | £54,261 | £50,647 |
| 5+ | £50,055 | £52,808 | £60,979 | £58,543 | £54,930 |
Band 8a
Staff in Band 8a (such as HR business partners, advanced nurse practitioners, or senior physician associates) start on a salary of £50,952. This would increase to £53,754 after the pay rise.
After five years of experience at this level, most staff will receive a pay increase to £57,350. This would increase to £60,504.
| Years of experience | Current National pay 2023/24 | Predicted National pay 2024/25 | Predicted Inner London pay 2024/25 | Predicted Outer London pay 2024/25 | Predicted Fringe pay 2024/25 |
| 0-5 | £50,952 | £53,754 | £61,925 | £59,489 | £55,876 |
| 5+ | £57,350 | £60,504 | £68,675 | £66,239 | £62,626 |
Also note that there is no automatic advancement from band 8a to 8b. Find out more about pay progression here.
Band 8b
Staff in Band 8b (such as heads of departments, consultant pharmacists, or senior general managers) start on a salary of £58,972. This would increase to £62,215 following the pay rise.
After five years, most staff will receive a pay increase to £68,530. This would increase to £70,586.
| Years of experience | Current National pay 2023/24 | Predicted National pay 2024/25 | Predicted Inner London pay 2024/25 | Predicted Outer London pay 2024/25 | Predicted Fringe pay 2024/25 |
| 0-5 | £59,972 | £62,215 | £70,386 | £67,950 | £64,337 |
| 5+ | £68,530 | £72,299 | £80,470 | £78,034 | £74,421 |
Also note that there is no automatic advancement from band 8b to 8c. Find out more about pay progression here.
Band 8c
Staff in Band 8c (such as associate directors, consultant clinical scientists or nurse consultants) start on a salary of £70,417. This would increase to £74,290 following the pay rise.
After five years at this band, most staff will receive a pay increase to £81,138. This would increase to £85,601 after the pay rise.
| Years of experience | Current National pay 2023/24 | Predicted National pay 2024/25 | Predicted Inner London pay 2024/25 | Predicted Outer London pay 2024/25 | Predicted Fringe pay 2024/25 |
| 0-5 | £70,417 | £74,290 | £82,461 | £80,025 | £76,412 |
| 5+ | £81,138 | £85,601 | £93,772 | £91,336 | £87,722 |
Also note that there is no automatic advancement from band 8c to 8d. Find out more about pay progression here.
Band 8d
Staff in Band 8d (such as service directors, programme leads, or deputy directors) start on a salary of £83,571. This would increase to £88,167 following the pay rise.
After five years, most staff will receive a pay increase to £96,376. This would increase to £101,677 after the pay rise.
| Years of experience | Current National pay 2023/24 | Predicted National pay 2024/25 | Predicted Inner London pay 2024/25 | Predicted Outer London pay 2024/25 | Predicted Fringe pay 2024/25 |
| 0-5 | £83,571 | £88,167 | £96,338 | £93,902 | £90,289 |
| 5+ | £96,376 | £101,677 | £109,848 | £107,412 | £103,798 |
Band 9
Staff in Band 9 (such as clinical directors or programme directors) start on a salary of £99,891. This would increase to £102,980 following the pay rise.
After five years, most staff will receive a pay increase to £114,948. This would increase to £118,396.
| Years of experience | Current National pay 2023/24 | Predicted National pay 2024/25 | Predicted Inner London pay 2024/25 | Predicted Outer London pay 2024/25 | Predicted Fringe pay 2024/25 |
| 0-5 | £99,981 | £105,480 | £113,651 | £111,215 | £107,602 |
| 5+ | £114,948 | £121,270 | £129,441 | £127,005 | £123,392 |
Some senior staff are on the Very Senior Manager payscale (effectively above Band 9). The pay deal for these managers is negotiated separately and has tended to include a smaller pay rise than other staff in recent years.
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I think it’s wrong how it take band 4 Three years receive any increase in their pay
I totally agree with this! It’s frustrates me how the band 4 is always undervalued
I Agree I’ve been in band 4 post for 2 years and have to wait another year when band 5 gets it after 2 years, shame
I have to wait 5 years
Will hard working bank staff get a pay rise aswell
Every band from 2-7 only had to wait 2 years, band 4 is the only one who has to wait 3 years unless over band 7
I am wholeheartedly behind this. I’ve been at the top of Band 4 for circa 10 years, so no increments.
I have been wondering this for a while- is there a reason that its only band 4 that have to wait longer?
I don’t think it relates to value. I have always seen it as reflecting experience in role and equating to how quickly a person is expected to travel the development path within the banding. Band 8’s get zero progression for 5 years.
It’s because the condensed the pay points, you wait slightly longer but get a bigger a bump and reach the top of the pay band in three years instead of 5.
so…. the painter and decorator who is a band 5 in my hospital…. has same responsabiltites as the nurses ??!?? it’s all a joke if you ask me.
Andre you just sound totally ignorant and arrogant. I see HCA’s taking on more responsibilities than some nurses…. responsibility of an entire hospital grounds painting and decorating is massive, managing a budget, rostering – you don’t know what else their responsibility is. Most nurses it’s a drug round (i.e. being able to read and match drugs names) and document care. Most personal care and even cannulation/bloods etc. are done by HCA’s on Band 2/3 so….. do you really want to go there? XD
The banding is ridiculous. Someone could be under the same band as someone else and have so much more responsibility and yet paid the same. Does not make sense.
Not really. NHS pay bandings are usually based around level of responsibility within the job role
💯 agree
I’m a Band 2 community health Care assistant on the same banding as a service assistant soi have more responsibility than they do,I’m not undervaluing them but I have more responsibility on the same banding . How is that right.
What would you expect the banding should be for a member of staff who:
Deals with bodies/ assisting with mortuary duties including viewings, police and coroner access.
Attends and assists in all cardiac arrests, collapses and falls.
Directs helicopters for landing
Leads in major incidents
Attends all fire alarms and either evacuate the area or tackle the fire.
Help with hospital lockdown for incidents
Collect blood for major bleeds
Collect samples and specimens
Manage and distribute medical gasses throughout the hospital?
A lot of responsibility for any member of staff, so what should that banding be?
What about staff that cannulate , take blood , perform ecgs, catherterise including 3 way catheters , take bloods from central lines , picc lines etc .. manage own workload , paid the same as a hca
Band 2 would be my guess. Possibly band 3 at a push.
disagree with this comment, I’m a band 2 entering data, producing reports and in sole charge of a database yet I get paid the same as the domestic (absolutely no disrespect to the domestics who work hard) but not quite the same responsibilities!
I fully agree I’m a ward clerk responsible for all the admin , admissions , discharges , transports etc etc and I’m on same hourly rate as the lady who cleans the floor , as you say their job is still essential but from a responsibility point of view there’s no comparison
Depends on whether you value a clean hospital and place that high on the list of essentials I think. They hold a responsible job, that is definitely undervalued. As someone who worked as a service assistant in a hospital but is now a band 4 with an ambulance service, I think more value should be placed on the band 2’s. Much more.
But do you design and create the reports from scratch including locaring datasources, etc
I am a Band 4 who can discharge…. please explain that.
I used to be an NHS domestic, its not just mopping and emptying bins, its using specialised cleaning equipment safely, ways of safe handling and cleaning with chemicals to say the least. You have access to different areas such as quarantines. Negative/positive pressure bays etc. Posts are individually scored by the level of responsibility not what the responsibility is. You manage a database – a loit of possibly PID information, they manage chemicals, very harmful used incorrectly in a hospital environment….. no disrespect 🙂
Can be true. I’m a band 3 and have had band 5s and 6s work sent my way multiple times
Band 3 that cannulate are massively undervalued, I work In CT/MRI take bloods and cannulate have to learn two modalities, and some other band 3 do not do much work it is not fair and secretaries and other admin band 4 roles are paid more it is really bad. The nhs banding for some roles need to be pushed up higher
I cannulate and catherterise and paid a band 3 it’s a joke
NHS pay bandings are not based around level of responsibility within the job role. It might have been the case when AFC was introduced but this needs serious review now. One band 4 role might have responsibility for budgets and oversee staff whereas another band 4 could have none of these.
Its a thing called doing more work on a lower pay!
Hiya you obviously have no idea what a patient environment service assistants job actually is,,maybe you should have a look at what other Band 2 job responsibilities are like CSW’s,Domestic cleaners and Ward Clerks who all play a vital part in the running of a hospital,A band 2 job is completely undervalued across the nhs and without us the nhs would be crippled,I value your opinion that your banding doesn’t seem fair for the responsibilities you have and believe me we all do more than the band we represent.At weekend patient environment service assistants cover mortuary technicians duty’s is that fair
What we need firstly is for the pay rise to happen in April, it’s not as if we can delay paying all the cpi/rpi increases in bills until we get the pay rise, it’s no shock a pay rise happens in April, but it’s the same every year, we have to wait until later in the year to get the pay rise through, back dated, but that’s not the point, increased bills and cost of living still need paying from April.
I have every sympathy for the Doctors demands, if I take a look at my “pay rises” for the last 12 years on the same band I’ve also lost about 25% of my spending power. Almost every year the pay rises in real terms is another pay cut.
Basically all public sector workers should be linked to something like the CPI or RPI or some agreed formula. You are then paid X… it’s worth the same in 10 years time, yet successive governments use the public sector pay awards as a way to grab money off the workers, then scratch their head when they strike, as if they don’t know what they are doing.
This is Conservative Policy, since 2010. My Senior manager commented that apart from screwing the Public Sector (and thus the private sector who were competing for staff) taking billions out of wages and the economy would put an end to growth, which is exactly where we find ourselves now
Totally agree with this. It amazes me how the government are aware that the pay rise is in April but have to have “negotiations” about what they deem reasonable and fair. If they’re going to do this then they should start the negotiations 6 months before the pay rise, not 6 months after!!
I am starting a band 5 staff nurse job at a London Hospital Trust. My starting salary is for newly qualified nurse. I am 2yrs 7 months as a nurse, does my pay scale band be higher than the starting salary for a newly qualified?
It appears as if there is no uniformity in the he pay scales, rates and banding. I have 16 yrs of post qualification experience in Post – Graduate Diploma – Mental Health Nursing, having completed my programme of study -Dec.13 2007
My current salary is £34.581. This is heartbreaking considering the cost of living crisis in the London plus the fact that there some newly qualified -2018 who are placed on higher banding and paid higher than us. This is not fair
In some trusts electricians are band 4 in others they are band 5 for same job. Why is this?
Try being a band 2 with zero overtime or unsociable hours pal. Band 2 are treated terribly by all the other selfish nhs staff on other banding. It’s disgusting.
Whenever a job is put out to advert, a team looks at the JD and matches a banding for the pay. If you feel it’s not fair you can ask line management for a review of the AfC pay banding. Always needs to be based on JD and responsibilities and not the job title as this can vary wildly between trusts.
Why does a band 4 in Scotland NHS on £2000 more than in England. I’m basically a cheap nurse. Band 4s need to be more valued…
In Dog
In Scotland all bands from 4 and above are 2000 plus better than England branding we pay more tax not cause all banding should be equal in UK agenda for change is a shambles
because they don’t use the pay review body in Scotland and they’ve just had 6.5% pay rise too!
I have now reached the top[ of Band 4. I speak to people that are dying or potential to die every day and support families of these patients. I sort out benefits, transport, housing concerns. Contact GP, safe guarding issues and Adult Social Care issues. Surely they need to look at Band 4s and have more increments so they have to rely on the pittance of a pay rise each year.
Hi Marie, I am on the bottom of band 4 at the moment. I wonder why you have to wait 3 years to get the increment when other bands only wait 2 years! I don’t understand this!
I don’t understand why there is always a delay till summer for our pay rises. Then they think providing backdated pay is a good thing when it just gets taken away in tax. its not fair. The average salary in the UK is supposed to be 35k and yet most of us are all under this. The pay rise needs to happen sooner.
They want to give 3.5% pay rise when bill and food price is rised more than 10%. how is that fair?
Band 2 is unfair discrimination as there is progression in every other band now but not band 2. Surely this is against what was agreed under agenda for change. Band 2 needs to be reassessed but as there is such a small difference from band 2 to bottom of band 3 they would also need to reassess band 3. Experienced staff should be rewarded twenty something years of experience now counts for nothing. It is insulting and should be addresses as soon as possible.
Be careful what you ask for! There was an increment a couple years ago, they probably just removed it and put everyone to the top instantly to help with cost of living. My Advice – Look as band 2 as entry level positions and look to progress!
I’m studying a degree apprenticeship with the NHS, took a pay cut from band three to band two in order to progress my career, to be told that “at least you’re being paid more than minimum wage.” I didn’t de-skill when I started the apprenticeship. And now there’s no pay progression in band 2. I think NHS Apprenticeship pay needs some more guidance. There might not be a student loan, but living costs are still higher due to studying, and loosing out on unsocial hours & overtime opportunities. Plus as an apprentice, none of the financial support targeted to healthcare students is available..
Top of band 3 for years now doing data entry etc etc not many band 4 roles to move into
If I apply in another hospital my fares will increase so what I gain on the roundabout I loose on the swings
Contact your learning and organisational development team and ask them for career advice. <3
Im a band 2 csw, but go way over my paid job skills, according to unison for the things I do such as wound care, gluing, casting, passing NGS, doing NGS feeds, doing catheters I should be paid as a band 2 but the trusts refuse to pay us properly. And now we are literally paid minimum wage. its so wrong and unfair.
Refuse to do it … anyone in my trust who does observations as a hca is now paid band 3 . Basic personal care is a band 2 job … speak to your union
Im a band 2 csw, but go way over my paid job skills, according to unison for the things I do such as wound care, gluing, casting, passing NGS, doing NGS feeds, doing catheters I should be paid as a band 3 but the trusts refuse to pay us properly. And now we are literally paid minimum wage. its so wrong and unfair and down grading. Ive worked in the nhs for 10 years and at this time now i have never felt as abused as I feel now
Working in the operating theatre for over 36 years on band 3 had last incremental pay increase in 2012, have nvq’s and advanced level diplomas and done recovery modules and still a band 3 where’s the justice in that…
Have you applied to progress? This is not mean to be disrespectful, but qualifications aside, if you have stayed in the same role for 36 years and not applied to progress somewhere else i’m not sure why you’re surprised that you have stayed at the same banding? You clearly are experienced and would probably be hugely valuable to your trust so you should speak to your L&OD team and ask them where to go in order to progress!
This is still waiting to be approved but there is a petition to link public sector pay with CPI
Have been on band 2 for 12 years as a pharmacy storekeeper huge workload and responsibility running an fixing dispensing robot,absolutely disgusted at now minimum wage.Also and not being disrespectful at all to domestics etc and band 2’s with less responsibility but how is this right.Greggs pay £12.50 ph for serving pasties,how can Government not see this and how members of staff leave in huge numbers.We love our NHS so why not pay us what we rightly deserve,feel degraded and so undervalued and these people who think they know what it’s like to survive on minimum wage
A receptionist who deals with patients face to face as well as making appointments, checking and chasing missing outcomes, managing patient notes received into the department all paid as a Band 2. someone working in the booking office sitting in front of a screen, only dealing with patients over the phone and making appointments is paid as a band 3. Where is the logic in that. Don’t get me started on how someone can make more money an hour stacking shelves in Tesco then they can doing reception in a hospital.
I think we would all agree that everyone within the NHS feels undervalued – successive governments have attacked NHS pay and conditions to reduce the wage bill and associated costs to as low as possible. There should not be bands in the first place – when AfC was brought in this was big con to keep wages down and is not consistent across Trusts – you have got different bands depending on how well the job description was originally written- so no consistency. I understand a slightly lower starting Salary for persons training in role – once trained/qualified you should get an agreed amount for your job description and level of responsibility. All overtime should be paid at overtime rate in line with private sector and staff should not be expected to work overtime without adequate payment.
I work in the payroll department and the trend that is most apparent over the last few years is how many staff have given up or reduced their substantive role to undertake bank work at enhanced rates of pay. Everybody wants more money, but I wonder how much of the budget is gobbled up by the fairweather medics who are only in it to maximise their pay, and how this then impacts future pay awards for the staff who just do the job. NHS is a mess, and its becoming more and more mercenary as opposed to providing healthcare.
When it will announce the government, now it is last of may.
They are not announced yet, why government is delaying for the pay rise for NHS.
They are not announced yet, why government is delaying for the pay rise for NHS staff
Why is BAND 4 the only band under band 8 where you have to wait 3 years to get an increment? All others wait only 2 years. Is there a reason for this?
I am a Registered Band 4 having to pay £130 per year for the priviledge. I am given the same responsibilities as a band 5 in the work place without administering IV’s. It still really annoys me that unregistered band 4 are still being employed. The registered band 4’s should be paid higher than the unregistered.
Who are the unregistered band 4s? I thought the NAs were all registered and were Band 3 whilst still trainees. The AP’s are all band 4 but they are band 3 until they qualify usually and again are specialist in their own area usually so don’t have the flexibility to be an AP in all areas.
Nothing will be able to happen with this until after the General Election. It is not possible for a pay rise for the public sector to be agreed while parliament is dissolved.
NHS workers are all under paid and over worked. It’s even worse for staff working in the shared services. The increment stages need to be revised. After the annual pay increase take nome pay after tax leave you with and extra 30 to 50 pound per month. This cannot be added to saving as the mortgage, rent, council tax, insurances, child care costs, food etc have all gone up so the increase is not seen. Don’t get me started on upper management any thing new they need staff to do which is not listed on their job description they tell you it comes underneath one of the categories listed.
I think all the pay bands need to be reviewed. Cost of living crisis is affecting everyone, in my role I will not get any increment until I am 5 years in the role, it is injustice,. The economy does not excempt me to be waiting for 5 years before my hard work can be rewarded.
No point going to a band 8 gen manager job when the top of a band 7 pays the same
Every band 2 and 3 working in mental health services should be moved to a band 4 role as we also support very unwell and unpredictable patients, we do bloods, ECG’s, have caseloads and also deal with issues and crisis and support the band 5’s and 6’s and the whole team in general. Why is a band 6 doing exactly the same as a band 3 on a routine visit but getting paid so much more? There should also be band 3 to 4 progression in the role without having to do a degree to become a nurse associate which is still only a band 4 role? I love my job and my role and the patients I support and the team I work for but we are over looked and seen as a cheaper option. I have 30 years experience in both social and health care, NVQ 3, care certificate and a portfolio of certificates for this 30 year period. There was such a sad case in Nottingham where three people lost their lives to a very unwell and psychotic person, this could be a band 2 or 3 visiting a patient one day who potentially could do the same. Surely we should be recognised and paid correctly to be working with such a potential risk. I know the NHS needs more funding but please start at the bottom sometimes and recognise the lower grades and what they bring daily to a trust. If I went into politics and became an MP I would earn £91,346 per year plus expenses and in 2020-21 one MP cost the tax payer £259,057 yet I’m paid £24336 and support patients with Schizophrenia, bi-polar, dementia, anxiety, depression, personality disorder and various complex needs. No wonder no one wants to be a NHS worker or work in care! Things really do need to change!
FYI domestic staff is working very hard, it’s pacient facing role, we deal with the infectious waste, we clean the rooms while infectious patients are in, deep cleaning and decontaminating so everyone is safe and yet people here are saying we have no responsibility.
Exactly what I was thinking
Hi Lenka! Domestic staff are 100% undervalued, but I value them and they are absolutely integral part of the team. I am always first to stick up for them when they are targeted as not having responsibility. I see an awful lot of people on here bragging about responsibilities which I could teach any joe bloggs off the street to do in 1-2 months (and certainly in a year) so people need to remember that everyone is replaceable and everyone is therefore as valuable as the next!
I’m a band 2. When it’s hot I west scrubs, and doctor , band 6/7 talk to me, when I’m back in my housekeeper uniform, I’m invisible again and they look away, I m the same person not poo on their shoes. It’s pathetic
Trying living on 1600 as a band 2. Without support from anyone else, its a real dream, I work hard for my money, the only time I stop is gor lunch, loo, or going, no thanks, no recognition, no progression. No point. Domestics are on more money pulling double shifts.
Bands 2 are very undervalued in my opinion , and as a newly band 4 myself I have to ask , why is it 4 the only band that you need to wait for 3 years of experience instead of 2 years to get the increase ? Thats a huge discrimination compared to the other bands . And if may I ask, when is the new agenda for pay come into effect ?
I work as a B4 admin – but frequently get given work for a b5 – indeed for several years the management decided the work I was doing was a b5 grade – no pay compensation for that period when you talk to HR they do not care – and training to improve yourself is based on banding – so how much you earn – could you imagine that within the real education system …
2.5% or 3% rise on lower bands may gain you a couple of hundred pounds more but the same rise on high bands equates to a couple of grand more so the gap is always getting wider!! Unfair system, why doesn’t each band get the same rise in money say £500 rather than a percentage???
I was a band 4 portering supervisor for 20 years and got very disillusioned by how unfair pay band rises were being made as our assistant manager was given a band 6 for band 5 and the manager went up to 8 from band 6! There is no fairness in the nhs as the managers only look after themselves!
Nursing assistants now have been recognised for the clinical duties the do and will be rewarded with a band 3… my band 2 Colleagues in the portering department also have clinical duties that we carry out like collection of blood products for patient transfusions and log rolling patients with suspected back and neck injuries for the likes of CT scans… it only needs to be one clinical duty for the need to be given a band 3 (like the observation recording that nursing assistants) but our overpaid managers have said they are unwilling to support us if we put a case in for a band improvement.
The I’m alright jack attitude
To be fair the HCA’s who are winning cases to be paid band 3 are physically cannulating patients, catharizing them etc. Collecting blood products isn’t clinical and log rolling is a manual handling duty. I can assure you that even band 2 HCA’s are required to do all of that as soon as they start and have done their mandatory training. In regards to manager’s duties i’d suggest you actually sit down with them and realise how much responsibility their is for an entire department of people. The majority of people wouldn’t know where to even start. FYI, managers make up 11% of the average UK workforce and the NHS has about 5% managers. – it’s actually UNDER managed with people in clinical roles etc. being pulled to do administration (often, not very well).
I’m band2 receptionist /administrator doing alot of booking appts and registration new patients and entering outcomes for clinics. I feel our roles is under value as we are paid and banding is the same as porters, hostess and cleaners as they don’t have to use the skills of computers, patients face to face or booking or changing their appointments. sometimes deals with their complaints
Where has the 5.5% come from, I have only heard of a 2-3% increase?
I believe is time over due for an update to the high cost areas allowance. The disparity in cost of living in the south east is same as outer London. the area catchment has to change to reflect the reality people face.
On a weekend band 2 receive more pay than a band 3 how is that right the community supervisors should be a band 4 for the role they do