NHS Pay Scales 2026/27 (predicted – updated November 2025)
Each year, the NHS Payscales team works with NHS policy, finance and HR insiders to predict pay uplifts ahead of the official government announcement and provide the latest insights into when and how pay changes will be applied. We constantly review the latest information and update this page with relevant news.
For the past two years, our predictions have been within 0.3% of the final figure recommended by the NHS Pay Review Body and adopted by the government.
How much will the NHS pay rise for 2026/27 be?
As of early November 2025, our current prediction for the 2026/27 pay deal is 3% across all bands.
As normal, there are a number of factors which are likely to influence the pay deal and which we have taken into account for our prediction:
- Government budgets: One of the key sources of information that the NHS Pay Review Body use to determine their recommendations is yearly evidence provided by the Department of Health and Social Care (DHSC) about affordability and pay. This evidence was provided earlier than usual by DHSC this year, in October 2025.
The headline figure from the DHSC evidence is a suggested maximum pay award of 2.5%. This is justified within the document by the significant non-pay costs faced by the NHS currently – such as those resulting from transformation programmes outlined in the 10 Year Health Plan for England. It is also roughly aligned to an expected overall rise in NHS budgets of 2.8% year-on-year.
However, the DHSC position tends to be quite conservative. In previous years, we have seen the final pay award being significantly higher than the DHSC position; last year the DHSC recommendation was 2.8% and the final award was 3.6%. We expect a similar trend to continue this year. - Inflation and the wider economy: Inflation is a measure of how much the cost of living rises each year. The current government target for inflation is 2%, although as of November 2025 most measures of inflation are between 3.5-4%. Wages tend to be closely tied to inflation.
We are expecting the pay award to be announced in January 2026, for reasons outlined below. If inflation falls below 3.5% as the government hope, a 3% pay rise could be positioned by the government as being close to or at keeping pace with inflation while also being financially responsible. However, any pay rise significantly below inflation would be likely to be received poorly by NHS staff and unions. - Trade unions and strike action. Strikes were a constant feature of NHS life towards the end of the last Conservative government. While debates over doctors pay continue, public support seems to have waned for NHS staff taking industrial action, weakening the ability of trade unions to push for a pay rise significantly above inflation. Notably, many of the larger unions representing NHS staff have already said they will not be officially providing evidence to the NHS Pay Review Body this year, perhaps reflecting their limited negotiating power in the current political climate.
When will the NHS pay rise for 2026/27 be announced?
We expect the NHS pay rise to be formally announced in January or February 2026.
The rationale for this is the government beginning the annual pay review process two months earlier than last year, making a request to the NHS Pay Review Body at the same time to try and move towards more “timely pay awards”. If a pay award was in place for the start of the new financial year in April 2026, this would avoid what has become a yearly ritual of backdated pay – but to do this, NHS finance teams would likely need at least 6-8 weeks notice before April’s pay day to update their systems and work through the detail of the pay award.
Will there be other pay changes for NHS staff announced this year?
Over the past few years, there has been increased speculation and discussion about changes to the Agenda for Change contract, in response to growing dissatisfaction with certain elements of the NHS’s standard contract. Three of the topics which have been consistently been discussed include:
- A potential expansion to High Cost Area Supplements outside of the current London-focused regions;
- A separate pay scale or contract for nurses and midwives;
- Improved pay or compensation to retain staff currently at the top of their pay band.
A wholesale reform of the NHS’s approach to pay has also been suggested, which would involve abolishing Agenda for Change and moving to an entirely new system.
Although some progress has been made in terms of starting formal discussions about wider reforms to NHS pay by the government, the scale of the consultation required to actually make any real changes means it is almost impossible that significant changes to the Agenda for Change contract will take place before April 2026. We believe it is much more likely that the government will announce a timetable for a consultation on reform around this time, likely tied in to the new 10 Year Workforce Plan.
Predicted NHS Agenda for Change pay increases 2026/27
The below figures are based on a predicted pay rise of 3%, applied across all bands equally.
Band 1
Band 1 is no longer used for staff joining the NHS. 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.
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Band 2
Staff in Band 2 (such as healthcare assistants, administrative assistants and catering staff) currently start on a salary of £24,465. This is predicted to increase to £25,199 following the predicted pay rise; Band 2 salaries may also be impacted by changes to the National Minimum Wage expected in April 2026.
| Years of experience | National pay 2025/26 | Predicted National pay 2026/27 | Predicted Inner London pay 2026/27 | Predicted Outer London pay 2026/27 | Predicted Fringe pay 2026/27 |
| 0+ | £24,465 | £25,199 | £30,977 | £30,056 | £26,549 |
There is currently no pay progression within Band 2. If you’re thinking about applying for your first job in the NHS, you might find our article on applying for NHS jobs with no prior experience helpful.
Band 3
Staff in Band 3 (such as healthcare assistants) currently start on a salary of £24,939. This would increase to £25,687 following the pay rise.
After two years of experience at this band, most staff will receive a pay increase to £26,599. This would increase to £27,397.
| Years of experience | National pay 2025/26 | Predicted National pay 2026/27 | Predicted Inner London pay 2026/27 | Predicted Outer London pay 2026/27 | Predicted Fringe pay 2026/27 |
| 0-2 | £24,939 | £25,687 | £31,465 | £30,544 | £27,037 |
| 2+ | £26,599 | £27,397 | £33,175 | £32,254 | £28,767 |
Band 4
Staff in Band 4 (such as office co-ordinators, finance administrators or communications assistants) currently start on a salary of £27,484. This would increase to £28,309 following the pay rise.
After three years of experience at this band, most staff will receive a pay increase to £30,162. This would increase to £31,067.
| Years of experience | National pay 2025/26 | Predicted National pay 2026/27 | Predicted Inner London pay 2026/27 | Predicted Outer London pay 2026/27 | Predicted Fringe pay 2026/27 |
| 0-3 | £27,484 | £27,484 | £33,062 | £32,169 | £28,830 |
| 3+ | £30,162 | £30,162 | £36,159 | £34,844 | £31,639 |
Band 5
Staff in Band 5 (such as newly qualified nurses) start on a salary of £31,049. This would increase to £31,981 following the pay rise.
After two years of experience at this band, most staff will receive a pay increase to £33,488. This would increase to £34,492.
Staff receive a further pay rise after two more years of experience, to £37,796. This would increase to £38,930. 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 2025/26 | Predicted National pay 2026/27 | Predicted Inner London pay 2026/27 | Predicted Outer London pay 2026/27 | Predicted Fringe pay 2026/27 |
| 0-2 | £31,049 | £31,981 | £38,377 | £36,838 | £33,580 |
| 2-4 | £33,488 | £34,492 | £41,391 | £39,666 | £36,217 |
| 4+ | £37,796 | £38,930 | £46,716 | £44,770 | £40,877 |
Band 6
Staff in Band 6 (such as occupational therapists or more senior or specialist nurses and midwives) start on a salary of £38,458. This would increase to £39,611 following the pay rise.
After two years of experience at this band, most staff will receive a pay increase to £40,587. Following the pay rise this would increase to £41,805.
Staff receive a further pay rise after three more years of experience, to £46,580. This would increase to £47,699.
| Years of experience | National pay 2025/26 | Predicted National pay 2026/27 | Predicted Inner London pay 2026/27 | Predicted Outer London pay 2026/27 | Predicted Fringe pay 2026/27 |
| 0-2 | £38,458 | £39,611 | £47,534 | £45,553 | £41,592 |
| 2-5 | £40,587 | £41,805 | £50,166 | £47,747 | £43,895 |
| 5+ | £46,310 | £47,699 | £56,418 | £53,641 | £49,962 |
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Band 7
Staff in Band 7 (such as clinical pharmacists, communications managers, or service managers) start on a salary of £47,809. Following the pay rise, this would increase to £49,244.
After two years of experience at this band, most staff will receive a pay increase to £50,273. This would increase to £51,781.
Staff receive a further pay rise after three more years at this level, to £54,709. This would increase to £56,350.
| Years of experience | National pay 2025/26 | Predicted National pay 2026/27 | Predicted Inner London pay 2026/27 | Predicted Outer London pay 2026/27 | Predicted Fringe pay 2026/27 |
| 0-2 | £47,809 | £49,244 | £57,963 | £55,185 | £51,507 |
| 2-5 | £50,273 | £51,781 | £60,500 | £57,722 | £54,044 |
| 5+ | £54,709 | £56,350 | £65,069 | £62,292 | £58,613 |
Band 8a
Staff in Band 8a (such as HR business partners, advanced nurse practitioners, or senior physician associates) start on a salary of £55,690. This would increase to £57,360 after the pay rise.
After two years of experience at this band, most staff will receive an increase in pay to £58,486. This will rise to £60,241.
After five total years of experience at this level, most staff will receive a pay increase to £62,682. This would increase to £64,563.
| Years of experience | National pay 2025/26 | Predicted National pay 2026/27 | Predicted Inner London pay 2026/27 | Predicted Outer London pay 2026/27 | Predicted Fringe pay 2026/27 |
| 0-2 | £55,690 | £57,360 | £66,079 | £63,302 | £59,623 |
| 2-5 | £58,486 | £60,241 | £68,960 | £66,182 | £62,504 |
| 5+ | £62,682 | £64,563 | £73,282 | £70,504 | £66,826 |
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 department, consultant pharmacists, or senior general managers) start on a salary of £64,455. This would increase to £66,388 following the pay rise.
After two years of experience at this band, most staff will receive an increase in pay to £68,632. This will increase to £70,691
After five total years, most staff will receive a pay increase to £74,902. This would increase to £77,149.
| Years of experience | National pay 2025/26 | Predicted National pay 2026/27 | Predicted Inner London pay 2026/27 | Predicted Outer London pay 2026/27 | Predicted Fringe pay 2026/27 |
| 0-2 | £64,455 | £66,388 | £75,107 | £72,330 | £68,651 |
| 2-5 | £68,632 | £70,691 | £79,410 | £76,632 | £72,954 |
| 5+ | £74,902 | £77,149 | £85,868 | £83,090 | £79,412 |
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 £76,964. This would increase to £79,273 following the pay rise.
Pay for those with two years of experience at this band would increase from £81,651 to £84,101 following the pay rise.
After five total years at this band, most staff will receive a pay increase to £88,682. This would increase to £91,343 after the pay rise.
| Years of experience | National pay 2025/26 | Predicted National pay 2026/27 | Predicted Inner London pay 2026/27 | Predicted Outer London pay 2026/27 | Predicted Fringe pay 2026/27 |
| 0-2 | £76,964 | £79,273 | £87,992 | £85,215 | £81,536 |
| 2-5 | £81,651 | £84,101 | £92,820 | £90,042 | £86,364 |
| 5+ | £88,682 | £91,343 | £100,062 | £97,284 | £93,606 |
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 £91,341. This would increase to £94,081 following the pay rise.
Pay for those with two years of experience at this band would increase from £93,571 to £96,378 following the pay rise.
After five years, most staff will receive a pay increase to £101,677. This would increase to £104,727 after the pay rise.
| Years of experience | National pay 2025/26 | Predicted National pay 2026/27 | Predicted Inner London pay 2026/27 | Predicted Outer London pay 2026/27 | Predicted Outer London pay 2026/27 |
| 0-2 | £88,167 | £91,341 | £102,800 | £100,023 | £96,344 |
| 2-5 | £93,571 | £96,378 | £105,097 | £102,320 | £98,641 |
| 5+ | £101,677 | £104,727 | £113,446 | £110,669 | £106,990 |
Band 9
Staff in Band 9 (such as clinical directors or programme directors) start on a salary of £109,277. This would increase to £112,555 following the pay rise.
Pay for those with two years of experience at this band would increase from £115,762 to £119,235 following the pay rise.
After five total years, most staff will receive a pay increase to £125,636. This would increase to £129,405.
| 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 | £109,277 | £112,555 | £121,274 | £118,497 | £114,818 |
| 2-5 | £115,762 | £119,235 | £127,954 | £125,176 | £121,498 |
| 5+ | £125,636 | £129,405 | £138,124 | £135,347 | £131,668 |
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 in recent history has been slightly lower than other staff receive. We expect a pay rise of around 2-2.5% for VSMs in 2026/27.
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The guide includes tips and tactics including:
- How to avoid the supporting statement mistake that sends more than 75% of applications straight to the bin;
- Four routes for finding “hidden” NHS jobs not listed on the NHS Jobs platform;
- Decoding the language of NHS job adverts and person specifications.
The latest version of the guide (November 2025) includes also includes highly-requested advice and guidance for NHS staff at risk of redundancy.
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It’s difficult not to feel disheartened when financial support is offered in a way that feels tokenistic or disconnected from real need. It’s like being told, “Here’s a little extra for your petrol money,” as if that alone could ease the weight of being a single parent navigating work, childcare, and rising living costs.
In moments like these, you almost want to say, Keep it—I don’t want it, out of sheer frustration. But then reality sets in: that small amount might just cover a loaf of bread each week for a fortnight. It’s not nothing—but it’s not enough. And it certainly doesn’t reflect the value of the work, the responsibility, or the lived experience behind the need.