NHS Pay Scales 2025/26 (confirmed 3.6% pay rise and Band 2/3 pay update)
On May 22, 2025, the Government announced that a 3.6% pay deal had been agreed for NHS Agenda for Change staff. The pay tables below have now been updated, reflecting the change from the 3.5% pay deal we had originally predicted in January 2025. Please bear with us – this page will be fully updated as more information is released.
This article includes a full breakdown of how the pay rise will affect each pay band on NHS Agenda for Change.
How much will the NHS pay rise for 2025/26 be?
The Government has announced a pay rise of 3.6%, although not all the details of how this will be implemented have been released.
We believe this decision was based on three factors:
- Government recommendations: In December 2024, the Department of Health and Social Care (DHSC) recommended a 2.8% pay rise for NHS staff. This recommendation is not the final pay award; the DHSC recommendation will be considered along with evidence from trade unions and other bodies by the independent NHS Pay Review Body, whose report is generally used to decide the final pay award for those on Agenda for Change contracts. However, it does mean that the minimum award is likely to be at least 2.8%.
The NHS budget for 2025/26 (which was announced in October 2024) includes allowances for overall staffing costs to rise by 3-4%, although it is important to note that not all staff groups are part of the Agenda for Change framework and some groups of clinical staff could receive higher (or lower) pay awards compared to others. - Some of the difference in the budget compared to DHSC’s recommendations could also be to account for changes in the National Minimum Wage; NHS staff on Band 2 are on the National Minimum Wage so if this rises by more than 2.8% next year, these staff would legally have to have a higher pay rise.
- Inflation and the economy: Many measures of inflation rose slightly towards the end of 2024, with the Consumer Price Index at 2.6% for December 2024. A below-inflation pay rise would be unpopular for the Government and almost certainly trigger strike action by the unions. However, a more generous pay rise (above 5%) is also unlikely due to the lack of economic growth of the UK economy.
- Trade unions and the threat of strikes. The final years of the Conservative government were plagued by strikes by NHS staff, causing disruption and delays to treatment. The Prime Minister has set a target for 92% of “routine” operations to be completed within 18 weeks by March 2029; further strikes would likely add to the already sizeable backlog of operations and make this target very difficult to achieve. While most unions and bodies such as the Royal College of Nursing have not gone public with specifics on the pay rise they would like for their members this year, their reaction to the DHSC-recommended 2.8% rise has been very negative – with some unions calling the suggestion “insulting”. This indicates to us that they would be likely to lobby the NHS Pay Review Body for a significantly higher pay rise – and perhaps regard a pay rise of below about 3% as enough to ballot their members for new strike action.
When will the NHS pay rise be paid?
The NHS pay rise for 2025/26 will be paid in August 2025, with pay backdated to 1 April. You can find out more about backdated pay for this year here, including details on tax and pension contributions which will impact take-home pay for all staff.
What is happening with NHS Band 2 and Band 3 pay rises and the National Living Wage increases?
In January 2025, it was announced that NHS Band 2 and Band 3 salaries would rise to reflect changes in the National Living Wage (sometimes called the national minimum wage). These changes would guarantee that staff at Band 2 would continue to receive at least the National Living Wage when this increases on April 1 2025. They also guarantee that staff on Band 3 would receive a higher salary than those on Band 2.
These increases are separate to the main pay agreement, and came into force before the national pay agreement.
These temporary increases were:
- A pay increase of 2.35% for all staff at Band 2, taking them to a salary of £24,169
- A pay increase of 2.3% for staff with fewer than two years of experience at Band 3, taking them to a salary of £24,625
As outlined in the rest of this article, the final pay rise means these staff will receive a further uplift in their salaries. These staff will not receive as large a sum in their backdated pay as other staff.
Confirmed Agenda for Change pay increases 2024/25
The below figures are based on a confirmed pay rise of 3.6%, applied across all bands. Details of High Cost Area Supplements have not yet been announced, so the figures below are predicted values only.
Band 1
Band 1 is no longer used for new Agenda for Change contracts. Any remaining staff on Band 1 contracts are paid as if they are on Band 2. 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 £23,614. This would increase to £24,464 following the predicted pay rise.
| Years of experience | National pay 2024/25 | Confirmed National pay 2025/26 | Predicted Inner London pay 2025/26 | Predicted Outer London pay 2025/26 | Predicted Fringe pay 2025/26 |
| 0+ | £23,614 | £24,464 | £30,045 | £29,152 | £25,743 |
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 £24,072. This would increase to £24,939 following the pay rise.
After two years of experience at this band, most staff will receive a pay increase to £25,674. This would increase to £26,599.
| Years of experience | National pay 2024/25 | Confirmed National pay 2025/26 | Predicted Inner London pay 2025/26 | Predicted Outer London pay 2025/26 | Predicted Fringe pay 2025/26 |
| 0-2 | £24,072 | £24,939 | £30,519 | £29,626 | £26,216 |
| 2+ | £25,674 | £26,599 | £32,178 | £31,284 | £27,902 |
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Band 4
Staff in Band 4 (such as office co-ordinators or communications assistants) currently start on a salary of £26,529. This would increase to £27,484 following the pay rise.
After three years of experience at this band, most staff will receive a pay increase to £29,114. This would increase to £30,162.
Please note that our Band 4 predictions have been updated following an error in our initial calculations.
| Years of experience | National pay 2024/25 | Confirmed National pay 2025/26 | Predicted Inner London pay 2025/26 | Predicted Outer London pay 2025/26 | Predicted Fringe pay 2025/26 |
| 0-3 | £26,529 | £27,484 | £33,062 | £32,169 | £28,830 |
| 3+ | £29,114 | £30,162 | £36,159 | £34,844 | £31,639 |
Band 5
Staff in Band 5 (such as newly qualified nurses) start on a salary of £29,970. This would increase to £31,049 following the pay rise.
After two years of experience at this band, most staff will receive a pay increase to £32,324. This would increase to £33,488.
Staff will receive a further pay rise after two more years of experience, to £36,483. This would increase to £37,796. This pay point represents the average salary for an NHS nurse, and is (by our estimation) probably the most common pay point in the NHS.
| Years of experience | National pay 2024/25 | Confirmed National pay 2025/26 | Predicted Inner London pay 2025/26 | Predicted Outer London pay 2025/26 | Predicted Fringe pay 2025/26 |
| 0-2 | £29,970 | £31,049 | £37,223 | £35,731 | £32,570 |
| 2-4 | £32,324 | £33,488 | £40,147 | £38,474 | £35,128 |
| 4+ | £36,483 | £37,796 | £45,312 | £43,424 | £39,648 |
Band 6
Staff in Band 6 (such as occupational therapists or more senior or specialist nurses) start on a salary of £37,339. This would increase to £38,682 following the pay rise.
After two years of experience at this band, most staff will receive a pay increase to £39,404. Following the pay rise this would increase to £40,824.
Staff will receive a further pay rise after three more years of experience, to £44,961. This would increase to £46,580.
| Years of experience | National pay 2024/25 | Confirmed National pay 2025/26 | Predicted Inner London pay 2025/26 | Predicted Outer London pay 2025/26 | Predicted Fringe pay 2025/26 |
| 0-2 | £37,339 | £38,682 | £46,373 | £44,441 | £40,577 |
| 2-5 | £39,404 | £40,824 | £48,941 | £46,720 | £42,824 |
| 5+ | £44,961 | £46,580 | £54,992 | £52,470 | £48,730 |
Band 7
Staff in Band 7 (such as clinical pharmacists, communications managers, or service managers) start on a salary of £46,148. Following the pay rise, this would increase to £47,809.
After two years of experience at this band, most staff will receive a pay increase to £48,526. This would increase to £50,273.
Staff will receive a further pay rise after three more years at this level, to £52,808. This would increase to £54,709.
| Years of experience | National pay 2024/25 | Predicted National pay 2025/26 | Predicted Inner London pay 2025/26 | Predicted Outer London pay 2025/26 | Predicted Fringe pay 2025/26 |
| 0-2 | £46,148 | £47,809 | £56,220 | £53,699 | £49,958 |
| 2-5 | £48,526 | £50,273 | £58,681 | £56,160 | £52,419 |
| 5+ | £52,808 | £54,709 | £63,113 | £60,592 | £56,852 |
Band 8a
Staff in Band 8a (such as HR business partners, advanced nurse practitioners, or senior physician associates) start on a salary of £53,754. This would increase to £55,690 after the pay rise.
Last year’s pay deal added a new intermediate step after 2 years. Pay for those with two years of experience will increase from £56,454 to £58,486.
After five total years of experience at this level, most staff will receive a pay increase to £60,504. This would increase to £62,682.
| Years of experience | National pay 2024/25 | Predicted National pay 2025/26 | Predicted Inner London pay 2025/26 | Predicted Outer London pay 2025/26 | Predicted Fringe pay 2025/26 |
| 0-2 | £53,754 | £55,690 | £64,093 | £61,571 | £57,831 |
| 2-5 | £56,454 | £58,486 | £66,887 | £64,366 | £60,625 |
| 5+ | £60,504 | £62,682 | £71,079 | £68,558 | £64,817 |
There is no automatic advancement from band 8a to 8b. Find out more about pay progression here.
It is expected that at some point within the next few years that changes to the Band 8a contract will be made to make it a more attractive proposition for promotion from Band 7 (particularly unsocial hours payments). However, it currently seems unlikely these changes will take place in time for the 2025/26 pay award.
Band 8b
Staff in Band 8b (such as heads of department, consultant pharmacists, or senior general managers) start on a salary of £62,215. This would increase to £64,455 following the pay rise.
Last year’s pay deal added a new intermediate step after 2 years. Pay for those with two years of experience will increase from £66,247 to £68,632.
After five total years, most staff will receive a pay increase to £72,299. This would increase to £74,902.
| Years of experience | National pay 2024/25 | Predicted National pay 2025/26 | Predicted Inner London pay 2025/26 | Predicted Outer London pay 2025/26 | Predicted Fringe pay 2025/26 |
| 0-2 | £62,215 | £64,455 | £72,850 | £70,328 | £66,588 |
| 2-5 | £66,247 | £68,632 | £77,023 | £74,501 | £70,761 |
| 5+ | £72,299 | £74,902 | £83,286 | £80,765 | £77,025 |
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 £74,290. This would increase to £76,964 following the pay rise.
Last year’s pay deal added a new intermediate step after 2 years. Pay for those with two years of experience will increase from £78,814 to £81,651.
After five total years at this band, most staff will receive a pay increase to £85,601. This would increase to £88,682 after the pay rise.
| Years of experience | National pay 2024/25 | Predicted National pay 2025/26 | Predicted Inner London pay 2025/26 | Predicted Outer London pay 2025/26 | Predicted Fringe pay 2025/26 |
| 0-2 | £74,290 | £76,964 | £85,347 | £82,826 | £79,085 |
| 2-5 | £78,814 | £81,651 | £90,029 | £87,508 | £83,768 |
| 5+ | £85,601 | £88,682 | £97,054 | £94,532 | £90,792 |
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 £88,167. This would increase to £91,341 following the pay rise.
Last year’s pay deal added a new intermediate step after 2 years. Pay for those with two years of experience will increase from £93,571 to £96,940.
After five years, most staff will receive a pay increase to £101,677. This would increase to £105,377 after the pay rise.
| Years of experience | National pay 2024/25 | Predicted National pay 2025/26 | Predicted Inner London pay 2025/26 | Predicted Outer London pay 2025/26 | Predicted Outer London pay 2025/26 |
| 0-2 | £88,167 | £91,341 | £99,710 | £97,189 | £93,448 |
| 2-5 | £93,571 | £96,940 | £105,303 | £102,782 | £99,041 |
| 5+ | £101,677 | £105,337 | £113,692 | £111,171 | £107,431 |
Band 9
Staff in Band 9 (such as clinical directors or programme directors) start on a salary of £105,480. This would increase to £109,277 following the pay rise.
Last year’s pay deal added a new intermediate step after 2 years. Pay for those with two years of experience will increase from £111,739 to £115,762.
After five total years, most staff will receive a pay increase to £121,270. This would increase to £125,636.
| Years of experience | National pay 2024/25 | Predicted National pay 2025/26 | Predicted Inner London pay 2025/26 | Predicted Outer London pay 2025/26 | Predicted Outer London pay 2025/26 |
| 0-2 | £105,480 | £109,277 | £117,629 | £115,107 | £111,367 |
| 2-5 | £111,739 | £115,762 | £124,107 | £121,586 | £117,845 |
| 5+ | £121,270 | £125,636 | £133,972 | £131,450 | £127,710 |
Some senior staff are on the Very Senior Manager payscale (effectively above Band 9). The pay deal for these managers is negotiated separately from the main Agenda for Change deal, and is usually the same or lower than other staff receive. We would expect a rise of 3% might be realistic for NHS VSMs for 2025/26.
Will HCAS change for 2025/26?
Changes to the High Cost Area Supplement (HCAS) or “London Weighting” have been called for by trade unions for some time. In particular, it has been suggested that areas outside of London with high costs of living should also benefit from pay uplifts.
Our understanding is that the application of HCAS is unlikely to change dramatically this year, although more significant changes may follow in the next few years. Instead, we expect HCAS to continue to apply only to London, and receive the same predicted 3.6% uplift as general salary levels. These are shown below:
| HCAS area | Rate of HCAS supplement | Minimum Payment 2024/25 | Predicted Minimum Payment 2025/26 | Maximum Payment 2024/25 | Predicted Maximum Payment 2025/26 |
| Inner London | 20% | £5,415 | £5,610 | £8,171 | £8,465 |
| Outer London | 15% | £4,552 | £4,716 | £5,735 | £5,941 |
| Fringes | 5% | £1,258 | £1,303 | £2,121 | £2,197 |
what can a General Practice Nurse expect to be earning after two years qualified additionally
Reception staff that on band2 will be earning £0.30 more per hour than the staff on national minimum wages. These are staff which do a hard job day in day out. This potential pay rise is insulting as they will feel invaluable even more that what they do now
Completely agree. B2 staff are pretty much the same as minimum wage, it is incredibly insulting. This wont bode well for retaining and recruiting staff
Work as a b4 literally doing b5 work but have no support from management to get it uplifted so in nhs survey say we do over 10 hours extra per week overtime unposed so it looks bad
That’s fine – but you aren’t qualified, so can not be expected to be paid at that level. Plus you should not be working outside of your competence
Band 5’s (dependent on job) go through long extensive training to earn the salary they do, well Band 4s don’t. You can’t have an expectation to be paid the same level as a Band 5 if you haven’t done the required training to be ‘qualified’ at that level.
You have every right to ask for a job evaluation at anytime
What makes you feel that your role as a receptionist is any more important than someone doing a job for minimum wage?
Every pay band gets an incremental increase after 2 years except band 4s who have to wait 3 years. It doesn’t seem fair. Why is this?
Bands 2’s don’t!! This isn’t very fair now is it, but people tend to forget the Band 2’s and the very hard and important job they do!
Pay band 2 no longer has incremental increase. 20 plus years of experience no longer counts for anything as new starters with no experience at all earn the same.
agree 100%
You obviously don’t see the way some of us work supporting service users and going above and beyond for not only mental health and learning disability people but also for the everyday person
Unsion is working hard in changing this.
You are right not fair. I am a band 4 on top band and have no further increment.
If not in union join
Reception staff that on band2 will be earning £0.30 more per hour than the staff on national minimum wages. These are staff which do a hard job day in day out. This potential pay rise is insulting as they will feel invaluable even more that what they do now
As senior manager I totally agree. Percentage raise increases disadvantage the bottom half of the workforce: to make a difference now we at the top should have ours frozen for a year or two and the lower bands should have a larger pay rise from the freeze.
I disagree that senior bands should be frozen. I work in a senior clinical role and the level of responsibility and clinical decision making is both difficult and stressful. The shrinkage between bands does not require any more attrition to the pay reward of very senior clinical roles. Junior clinical staff cannot do the same job as very senior clinical staff and this does not need to be made any worse.
I feel agenda for change is outdated and urgently needs to be reviewed so it is in line with current job descriptions not from those years ago when agenda for change first came in as our roles have changed dramatically since, I have worked as a Band 2 Clerical officer for 22 years and now there are new starters coming in on the exact same wage i’m on as they have taken away the tiers, I have 22 years of knowledge and its not recognised at all, I feel deflated, over worked, stressed with the ongoing aggression we constantly take from patients, is this really all worth it for 30p more than minimum wage?
Totally agree I am in same position and also feel agenda for change is outdated. My job role has changed dramatically over the years and a lot more responsibility. Yet paid same as new starters and other band 2 staff with a lot less responsibility. NHS staff are totally unappreciated too many chiefs where I work a lot of senior management jobs have been created over the last few years. My current position has two line managers for a small dept of 6 members of staff. Plus numerous other levels of management above them, far too much micro management. Pay bands are not in line with positions anymore and we certainly don’t need the amount of management we have in the NHS. More staff at ground level are required.
i work in security in a hospital and we are band 2 below minimum wage surely we should be a band 3 or more for what we do
Gary- Consider getting management to review your banding. I work for NHS in south of London and they have just been rebanded to B3 due to an significant increase in mental health patients
What about staff in Northern Ireland come 1st april 2025 band 2 in england and wales will be paid
more than band 3 here
Taking patients with tuberculosis and covid all day , lifting up patients with scabies and spread everything to your kids , I better work as a waiter and get lot of tips on top
I’m a band 3 in a busy A&E department and I feel like we have been trampled on, ignored and made a mockery of. So far we have experienced band 2’s with no prior qualifications and about 8 months of experience in care being moved to position of band 3 while the rest of us had to have an NVQ 3 In Health and Social Care as a minimum plus experience in Hospitals/Care in order to get our current positions. We have had our designation altered to HCSW in stead of EDA which is what we are and now they use what ever title suits them. There is currently no progression in our role or any additional training beyond mandatory training and in addition we have had skills like Catheterisation taken away from us. I do not object to anyone progressing to another band but I object to forcing a change when there are people who don’t have the correct qualifications, have not got to grips with basic care and the change causes suffering to patients, staff and a department as a whole. Also on the flip side of the coin some of the band 2’s were content in there position and have been unfairly been forced to the next banding which requires them to gain skills they didn’t want and to work in a capacity they were not prepared for.
I am as are my colleagues very fed up with the attitude of higher management and the lack of answers as to why they have made this ridiculous move. I have worked in Healthcare now for 18yrs and I strongly object to someone who hasn’t put in the work to get the qualifications and hasn’t got the experience being moved up to the same level and especially now they have taken tiers away from the spinal points as they have come in at the top of band 3. This has made us upset, stressed, hurt and wonder why we made the effort to do what was required when it’s all been swept aside.
Hi Victoria. As a senior nurse manager I can answer this question: I’m sorry if your own team hasn’t been able to. This decision isn’t taken by your organisation’s management structure. A change in the national job profile, what defines a Band 3 as per the government, included the recording of vital signs. The unions made the reasonable case that this meant all HCAs should be paid at Band 3. Legally, there really was no option but to make that change and all organistaiosn have fallen into line.
There is widepsred awareness that this has disadvantaged those Band 3s who had earned their banding via additional qualifications, and this is being reveiwed, although there is no way to predict the outcome of that reveiw.
The rest of your comment is more to do with how you rorganistaion has implemented this change, and that is local policy that I can’t help you with sorry.
Let’s hope huth do the descent thing with the band 2 to be band 3 pay, we do the role, we should expect the pay, and payback.
I started as a B2 porter back in 2009 have since successfully moved to B6 management. However, the banding needs to be reviewed. I work across different NHS sites and the banding within facilities is not structured. One site B2 Porters and Housekeeping with sups B3 and another P & HK B3 with sups B4??? No consistency
I totally agree with this JP, i am band 4 also i am all for band 2 & 3 earning more than living wage but 4’s need moving up too as the gap is ever decreasing not much difference, i supervise a team of 6 with this comes time management, sickness, appraisals and my day to day job too.
how about people on band 4 with NVQ level 3 and 4 seeing people with no experience earning not that much less, no incentive to go up the band either, soon band 4 will be on minimum wages
Imagine being paid a minimum wage of 23000£ yet a new starter on band 2 is getting 29000£. How ridiculous!. I find that many of us are unfairly paid, yet the job is demanding. We have rising household bills with only 0.30 pence salary increment.
I believe many of us are demotivated
I am a Band 3 HCA in CT/MRI and feel outraged that there are HCA’s in other areas on the same wage and they don’t have slide patients, they do not cannulate patients, they don’t have to learn CT and MRI be aware of all the dangers. It is high risk and a great danger and we are not paid in accordance to this. Also it makes me cross that secretaries are paid Band 4 when they are not exposed to any unpleasant situations. I do believe they should be paid well but so should front line workers. Agenda for change needs to be re looked at and certain roles actually have their pay scales changed.
There seems to be a lot of comparisons to each others roles/jobs in this comments section. Each and everyone that works within the NHS/Health care sector deserve better pay. Its not a competition. The only way we get the pay (restoration) we ALL deserve is by working together with our unions. None of us could do our jobs without the help of our colleagues. Pay restoration is what we are fighting for, we don’t get that by fighting each other.
It is a competition, when you go for a promotion you are up against competitors for the role which you are applying for. Gaining knowledge skills and lets not forget experience that best matches you to a role gives you the competitive advantage. I disagree with ‘…everyone that works within the NHS/Health care sector deserve better pay…’. There are managers who are not accountable for their bad decisions, there are employees who are not performance managed and are lazy, there are people who think the sickness policy is an entitlement not a benefit.
Most secretaries are band 3. Waiting list coordinators and PA’s are band 4. Trust me when I say phoning to cancel patients operations is definitely not a pleasant thing to do. We too are shouted at and abused!
I don’t think NHS is paying enough as it should be I work In forensic ward and we get buttered by patience day in day out and pay is not good enough to what we do
Perfectly 👌 correct
Everyone please email your MP or get in touch with your union about a review to HCAS. It isn’t right that “fringe” areas outside of London receive a 5% boost whereas other high cost cities in the UK do not receive any extra support. HCAS hasn’t been reviewed for 20 years!
I’m a band 3 in an operating theatre, over time I have done various courses gained numerous qualifications with promises of re banding and this will help move you up.
But each time only to be told there’s no money right now or the banding no longer exists and I think even though I’m educated and I think fairly switched on but you’d think after 36 years I’d have learned my lesson and yet here I am still working away for just over minimum wage.
It used to be that your time and experience meant something and pay related to this. But since the reba ding this is not the case – 25 years in a position top of band 3 – they won’t reba des regardless of the extra duties that have been taken on and now someone who’s been in the job for 2 years and not enough experience and knowledge is practically on the same wage as me.
band 2 receptionist what about us that don’t just do reception. we book apt we call patients to book or cancel we book in inpatients and make sure protocol is done. All for the same pay as someone asking do you take milk in your coffee. Makes you feel belittled and worthless. NHS used to be the best paid job to get into from the old band 1 all the way up and something to be proud of, no longer supermarkets and chip shops pay better per hr and have far less stress doing their jobs.
I am band 2 working since 2019 ealing hospital,and I think this is not fair at all that our salary will not be increase .We all need to be treat the same ,we all are working …
Can anyone please tell me, as a Band 2 HCA working 9.5 years for my trust as a Bank employee, will we be eligible for the Band 3 uplift and the back pay or is this at the discretion of each Trust ? Thankyou
Within our trust the HCA bank are not moving up to a band 3, they are now know as care givers and can no longer perform any clinical tasks at all.
They will predominantly assist with personal care, chaperone to x ray, CT etc, assist with diet and fluids and observe patients on a 1:1.
Although I am moving up to a Band 3 we always appreciate and support our bank staff who choose to pick up shifts to support us it’s very difficult as there is so much that they can no longer do making our ward busier.
Also if I pick up bank on my own ward I can only perform Band 2 tasks. It has made things very difficult for everyone and placing such a divide between us as carers.
Within our trust the HCA bank are not moving up to a band 3, they are now know as care givers and can no longer perform any clinical tasks at all.
They will predominantly assist with personal care, chaperone to x ray, CT etc, assist with diet and fluids and observe patients on a 1:1.
Although I am moving up to a Band 3 we always appreciate and support our bank staff who choose to pick up shifts to support us it’s very difficult as there is so much that they can no longer do making our ward busier.
Also if I pick up bank on my own ward I can only perform Band 2 tasks. It has made things very difficult for everyone and placing such a divide between us as carers.
Can this page please be updated as the last update was December 2024. What is the current status with the agenda for change 2025/26??
still in talks in contrast to scotland agenda for change as they have agreed a two year uplift for 2025/26 and 2026/27 for a combined total 8% with the noted change of contracted hours from 37.5 to now 36.
Once again our Scottish colleagues have been able to get a much better pay deal. They were already earning more than colleagues anywhere else in the UK for the same band. This is despite the massively cheaper housing cost in Scotland. I don’t begrudge them this. But I resent how we can’t negotiate in the same way somehow.
The whole process need re-thinking – Banding need to be reviewed to include years of experience . Moving newly qualified or less experienced nurses into management position is causing all sorts of problem as they lack the experience to handle issues , conflicts and management of Care and Treatment of our patients . It makes the experienced ones -worked and overworked and not paid Commensurate salaries is sad indeed
Hi Robert, having no money is not an excuse they can use. Ask for your job to be looked at for re-banding and if they say there is no money, talk to your union who will take it up on your behalf. They’re not allowed to give you more work to do that should be done at a higher banding and pretend there is no money. “Well no extra money take those jobs off of me please and give them to someone a grade above.”
Hi
I am working at band 7 for last 15 years. I am running the whole department yet still on band 7 as I am not a titled as head of the department. I should surely to be move to Band 8b at least.
Hi,
Been working as a Med Sec for on my 3rd year now, am I getting that band 3 uplift to 26.573?
Nothing untoward on my pay slip…
Should I worry?
Thanks
I beleive pay should be done due to skillset so HCA and Nurses can be paid correctly, such as HCA and Nurses in A&E and acute medical areas are vastly more skilled than a day case area or ward area yet they are paid the same.
Triage Nurses within A&E/Acute medicine settings should also have extra pay for the responsibilities and clinical judgment to make decisions should be reflected in their pay.
I work as a Theatre Support Worker and I am a band 2. For a while i have been stating that for what we do we should be a band 3.
In my opinion we can go to a ward and help out due to sickness, however a hca from a ward cannot just come into our environment and do what we do?
I know they are looking at re-evaluating job descriptions and wondered if anyone had any more information on this?
How about if you are a have a specialist field such as being an Authorised person – are there any pay recommendations for this for Estates ?
Paramedic- When I was moved onto AFC many, many years ago, I received a 25% pay CUT. However, it was compensated by a non-guaranteed 25% unsociable hours payment based on our rotas. This agreement is no longer present, and any change of contract to a new position will result in me moving to Section 2 unsociable hours. This will leave me (with 33 years experience) at least £400 a month worse off and without knowing what my actual monthly pay would be. I want to move up the ladder, but AFC is restricting me, so I’ve stayed put.
Also If our pay rise is due in April, why do we always get it in September/ October?!?!
Why are ward clerks still on band 2, I was under the impression the unions were supposed be looking at getting them remanded to a 3, it’s disgusting at all the work load they have doing lists for consultants etc yet get paid same as cleaners porters etc when will the nhs give a fairer for all pay rise and look at rebanding job roles ??