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This page contains every NHS Agenda for Change pay scale from 2018 to 2025. Whether you need to check back pay calculations, track your career progression, or understand how NHS salaries have changed over time, you will find all the figures here.
NHS pay follows financial years running from April to March. So when we talk about 2024/25, we mean the period from 1 April 2024 to 31 March 2025.
| Financial Year | Pay Award | Notes |
|---|---|---|
| 2025/26 | 3.6% | Current year |
| 2024/25 | 5.5% | Higher recent increase |
| 2023/24 | 5.0% | Following industrial action |
| 2022/23 | £1,400 flat rate | Approximately 4% average |
| 2021/22 | 3.0% | Post-deal single year award |
| 2020/21 | 2.0%-3.3% | Final year of New Pay Deal |
| 2019/20 | 1.7%-3.3% | Year 2 of New Pay Deal |
| 2018/19 | 3.0% | New Pay Deal begins — major reform |
Many people search for “Agenda for Change 2024” when they actually need the 2024/25 financial year figures. This is a common mix-up that can cause confusion.
The NHS operates on financial years that run from 1 April to 31 March. This is different from calendar years that run January to December.
Here is how to find what you need:
| If You Search For | You Actually Need |
|---|---|
| Agenda for Change 2024 | 2024/25 pay scales (April 2024 to March 2025) |
| Agenda for Change 2023 | 2023/24 pay scales (April 2023 to March 2024) |
| Agenda for Change 2022 | 2022/23 pay scales (April 2022 to March 2023) |
| Agenda for Change 2018 | 2018/19 pay scales (April 2018 to March 2019) |
This matters for back pay calculations. If you received a pay award in August 2024, it was backdated to April 2024 — the start of the 2024/25 financial year.
The 2025/26 pay award gave Agenda for Change staff a 3.6% increase. The government accepted the recommendations of the NHS Pay Review Body to give this uplift to all AfC staff including nurses, midwives, ambulance staff, porters and cleaners.
The average starting salary for a nurse is now around £31,050, up from around £27,050 in 2023.
| Band | Entry Point | Intermediate | Top of Band |
|---|---|---|---|
| Band 2 | £24,465 | — | £24,465 |
| Band 3 | £24,937 | — | £26,598 |
| Band 4 | £27,485 | — | £30,162 |
| Band 5 | £31,049 | £33,487 | £37,796 |
| Band 6 | £38,682 | £40,823 | £46,580 |
| Band 7 | £47,810 | £50,273 | £54,710 |
| Band 8a | £55,690 | £58,487 | £62,682 |
| Band 8b | £64,455 | £68,631 | £74,896 |
| Band 8c | £76,965 | £81,652 | £88,682 |
| Band 8d | £91,342 | £96,941 | £105,337 |
| Band 9 | £109,179 | £115,763 | £125,637 |
Band 1 is closed to new entrants. Any remaining staff on Band 1 contracts are paid as if they are on Band 2.
| Band | Entry | Intermediate | Top |
|---|---|---|---|
| Band 2 | £12.51 | — | £12.51 |
| Band 3 | £12.75 | — | £13.60 |
| Band 4 | £14.06 | — | £15.43 |
| Band 5 | £15.88 | £17.13 | £19.33 |
| Band 6 | £19.78 | £20.88 | £23.82 |
| Band 7 | £24.45 | £25.71 | £27.98 |
| Band 8a | £28.48 | £29.91 | £32.06 |
| Band 9 | £55.84 | £59.20 | £64.25 |
Scotland negotiates NHS pay separately. Scottish staff received a 4.25% increase for 2025/26.
| Band | Entry Point | Top of Band |
|---|---|---|
| Band 2 | £25,560 | £27,900 |
| Band 3 | £28,011 | £30,230 |
| Band 4 | £30,353 | £33,016 |
| Band 5 | £33,247 | £41,424 |
| Band 6 | £41,608 | £50,702 |
| Band 7 | £50,861 | £59,159 |
| Band 8a | £62,681 | £67,665 |
| Band 9 | £122,736 | £128,051 |
| Band | Entry Point | Top of Band |
|---|---|---|
| Band 2 | £23,970 | £23,970 |
| Band 3 | £24,433 | £26,060 |
| Band 4 | £26,928 | £29,551 |
| Band 5 | £30,420 | £37,029 |
| Band 6 | £37,898 | £45,636 |
| Band 7 | £46,840 | £53,601 |
| Band | Entry Point | Top of Band |
|---|---|---|
| Band 2 | £22,383 | £22,383 |
| Band 3 | £22,816 | £24,336 |
| Band 4 | £25,147 | £27,596 |
| Band 5 | £28,407 | £34,581 |
| Band 6 | £35,392 | £42,618 |
| Band 7 | £43,742 | £50,056 |
The 2024/25 financial year saw one of the more substantial pay increases in recent times. NHS staff on Agenda for Change received a 5.5% pay rise.
This award followed significant discussions between the government, NHS Employers, and trade unions. It was one of the higher increases seen in recent years.
| Band | Entry Point | Intermediate | Top of Band |
|---|---|---|---|
| Band 2 | £23,615 | — | £23,615 |
| Band 3 | £24,071 | — | £25,674 |
| Band 4 | £26,530 | — | £29,114 |
| Band 5 | £29,970 | £32,324 | £36,483 |
| Band 6 | £37,338 | £39,394 | £44,962 |
| Band 7 | £46,148 | £48,526 | £52,809 |
| Band 8a | £53,755 | £56,461 | £60,504 |
| Band 8b | £62,215 | £66,239 | £72,293 |
| Band 8c | £74,290 | £78,813 | £85,601 |
| Band 8d | £88,168 | £93,575 | £101,677 |
| Band 9 | £105,385 | £111,740 | £121,271 |
| Band | Entry | Intermediate | Top |
|---|---|---|---|
| Band 2 | £12.08 | — | £12.08 |
| Band 3 | £12.31 | — | £13.13 |
| Band 4 | £13.57 | — | £14.89 |
| Band 5 | £15.33 | £16.53 | £18.66 |
| Band 6 | £19.10 | £20.15 | £22.99 |
| Band 7 | £23.60 | £24.82 | £27.01 |
| Band 8a | £27.49 | £28.87 | £30.94 |
The 2023/24 pay award came after significant industrial action by NHS unions during 2022-2023. Nurses, ambulance workers, and other staff took strike action over pay.
The 5% award was a direct response to the widespread strikes. It was higher than originally proposed by the government.
| Band | Entry Point | Intermediate | Top of Band |
|---|---|---|---|
| Band 2 | £22,383 | — | £22,383 |
| Band 3 | £22,816 | — | £24,336 |
| Band 4 | £25,147 | — | £27,596 |
| Band 5 | £28,407 | £30,639 | £34,581 |
| Band 6 | £35,392 | £37,350 | £42,618 |
| Band 7 | £43,742 | £46,002 | £50,056 |
| Band 8a | £50,952 | £53,520 | £57,349 |
| Band 8b | £58,972 | £62,785 | £68,525 |
| Band 8c | £70,417 | £74,703 | £81,138 |
| Band 8d | £83,571 | £88,691 | £96,376 |
| Band 9 | £99,891 | £105,914 | £114,949 |
The 2022/23 pay award was unique. Instead of a percentage increase, staff received a £1,400 flat rate increase. This worked out to approximately 4% on average, but meant lower bands received a higher percentage increase than higher bands.
This approach was unusual. The government chose a flat cash amount rather than a percentage to give proportionally more to lower-paid staff during the cost of living crisis.
| Band | Entry Point | Intermediate | Top of Band |
|---|---|---|---|
| Band 2 | £21,318 | — | £21,318 |
| Band 3 | £21,730 | — | £23,177 |
| Band 4 | £23,949 | — | £26,282 |
| Band 5 | £27,055 | £29,180 | £32,934 |
| Band 6 | £33,706 | £35,571 | £40,588 |
| Band 7 | £41,659 | £43,815 | £47,672 |
| Band 8a | £48,526 | £50,972 | £54,619 |
| Band 8b | £56,164 | £59,800 | £65,262 |
| Band 8c | £67,064 | £71,146 | £77,274 |
| Band 8d | £79,591 | £84,468 | £91,787 |
| Band 9 | £95,135 | £100,870 | £109,475 |
The 2021/22 financial year was the first year after the three-year New Pay Deal ended. Staff received a 3.0% pay increase.
By April 2021, all staff had transitioned to the new pay structure introduced in 2018. The transition period was complete.
| Band | Entry Point | Intermediate | Top of Band |
|---|---|---|---|
| Band 2 | £19,918 | — | £19,918 |
| Band 3 | £20,330 | — | £21,777 |
| Band 4 | £22,549 | — | £24,882 |
| Band 5 | £25,655 | £27,780 | £31,534 |
| Band 6 | £32,306 | £34,172 | £39,027 |
| Band 7 | £40,057 | £42,213 | £45,839 |
| Band 8a | £46,540 | £48,986 | £52,253 |
| Band 8b | £53,818 | £57,454 | £62,001 |
| Band 8c | £64,251 | £68,333 | £73,664 |
| Band 8d | £76,233 | £81,138 | £87,754 |
| Band 9 | £91,004 | £96,735 | £104,927 |
The year 2018 was a turning point for NHS pay. The government, NHS Employers, and trade unions agreed a three-year pay deal that completely restructured the Agenda for Change pay system.
If you are looking up pay from this period, it helps to understand what changed and why.
The 2018 framework agreement introduced several major changes:
Removal of Band Overlaps
Before 2018, pay bands overlapped. This meant someone in a lower band could actually earn more than someone in a higher band with more responsibility. The 2018 deal removed these overlaps to prevent this from happening.
Fewer Pay Points
The old system had multiple spine points within each band. Some bands had seven or more individual pay points. The new system simplified this to just 2-3 pay step points per band.
New Progression System
Under the old system, staff progressed through pay points automatically each year. The new system changed this to progression every 2-3 years, subject to meeting appraisal standards.
Minimum 6.5% Increase
Over the three years of the deal (2018/19, 2019/20, 2020/21), minimum salaries increased by at least 6.5%. This was funded by new government money, not by taking funding from patient care.
Unsocial Hours Protected
Importantly, unsocial hours payments were not affected by the changes.
If you worked in the NHS between 2018 and 2021, your pay progression followed different rules than today. Some staff were placed on transitional arrangements as they moved from the old spine point system to the new structure.
Understanding which system applied helps you verify whether your payments during this period were correct.
This was the final year of the three-year New Pay Deal. Pay increases varied by band, ranging from 2.0% to 3.3%.
By the end of this year (April 2021), all staff had fully transitioned to the new pay structure.
| Band | Entry Point | Intermediate | Top of Band |
|---|---|---|---|
| Band 2 | £19,337 | — | £19,337 |
| Band 3 | £19,737 | — | £21,142 |
| Band 4 | £21,892 | — | £24,157 |
| Band 5 | £24,907 | £26,970 | £30,615 |
| Band 6 | £31,365 | £33,176 | £37,890 |
| Band 7 | £38,890 | £40,984 | £44,503 |
| Band 8a | £45,753 | £47,568 | £51,668 |
| Band 8b | £53,168 | £55,831 | £62,001 |
| Band 8c | £63,751 | £66,574 | £73,664 |
| Band 8d | £75,914 | £78,730 | £87,754 |
| Band 9 | £91,004 | £93,821 | £104,927 |
This was the second year of the three-year New Pay Deal. Pay increases varied, with a combination of percentage increases and lump sum payments.
Some staff were still on transitional arrangements during this year as the NHS moved from the old spine point system to the new pay step structure.
| Band | Entry Point | Intermediate | Top of Band |
|---|---|---|---|
| Band 2 | £18,005 | — | £18,005 |
| Band 3 | £18,813 | — | £19,918 |
| Band 4 | £21,089 | — | £23,761 |
| Band 5 | £24,214 | £26,220 | £30,112 |
| Band 6 | £30,401 | £32,525 | £37,267 |
| Band 7 | £37,570 | £40,322 | £43,772 |
| Band 8a | £44,606 | £46,841 | £50,819 |
| Band 8b | £52,306 | £54,912 | £60,983 |
| Band 8c | £62,655 | £65,536 | £72,497 |
| Band 8d | £74,512 | £77,386 | £86,687 |
| Band 9 | £89,537 | £92,411 | £103,860 |
This was the first year of the New Pay Deal and a major reform year for NHS pay. The new framework agreement began transforming how NHS staff were paid.
In June 2018, employers and unions announced that NHS staff in England had accepted the deal to reform the Agenda for Change system. The changes included removal of overlapping pay points between bands and incremental pay progression no longer occurring on a yearly basis.
| Band | Entry Point | Intermediate | Top of Band |
|---|---|---|---|
| Band 2 | £17,460 | — | £17,460 |
| Band 3 | £17,787 | — | £18,702 |
| Band 4 | £19,020 | — | £21,582 |
| Band 5 | £23,023 | £24,547 | £29,608 |
| Band 6 | £28,050 | £30,401 | £36,644 |
| Band 7 | £35,577 | £38,765 | £41,723 |
| Band 8a | £42,414 | £45,519 | £48,514 |
| Band 8b | £49,969 | £53,168 | £58,217 |
| Band 8c | £60,202 | £63,751 | £69,168 |
| Band 8d | £72,051 | £75,573 | £82,434 |
| Band 9 | £86,687 | £90,213 | £98,453 |
| Element | Pre-2018 (Old System) | Post-2018 (New System) |
|---|---|---|
| Pay points | Multiple spine points per band | 2-3 step points per band |
| Progression | Annual automatic increments | 2-3 year cycles |
| Band overlaps | Yes — could earn more in lower band | No — promotion always means more pay |
| Progression requirement | Often automatic | Subject to appraisal standards |
| Years to top of band | 7-8 years for some bands | Maximum 5-6 years |
Looking at individual years is helpful, but many people want to see how much NHS pay has actually grown over time. Here is the bigger picture.
| Band | 2018/19 Entry | 2025/26 Entry | Total Increase | Percentage Growth |
|---|---|---|---|---|
| Band 2 | £17,460 | £24,465 | £7,005 | 40.1% |
| Band 3 | £17,787 | £24,937 | £7,150 | 40.2% |
| Band 5 | £23,023 | £31,049 | £8,026 | 34.9% |
| Band 6 | £28,050 | £38,682 | £10,632 | 37.9% |
| Band 7 | £35,577 | £47,810 | £12,233 | 34.4% |
| Year | Award | Cumulative from 2018 |
|---|---|---|
| 2018/19 | 3.0% | 3.0% |
| 2019/20 | ~2.8% | ~5.9% |
| 2020/21 | ~2.5% | ~8.5% |
| 2021/22 | 3.0% | ~11.8% |
| 2022/23 | ~4.0% | ~16.3% |
| 2023/24 | 5.0% | ~22.1% |
| 2024/25 | 5.5% | ~28.8% |
| 2025/26 | 3.6% | ~33.4% |
This is a question many NHS staff ask. The answer depends on how you measure it.
In nominal terms (actual pounds), NHS pay has increased substantially. A Band 5 nurse starting salary has risen from approximately £23,000 in 2018 to over £31,000 in 2025 — an increase of about 35%.
However, inflation has also been high during parts of this period. After the 2008 financial crisis, NHS pay was frozen in 2011 for two years, followed by increases capped at just 1% for several more years. Many staff argue they are still catching up from that period.
Analysis suggests that starting pay for nurses has broadly kept up with CPI inflation in real terms, with current salaries being roughly £2,000–£2,500 higher than what inflation alone would predict. However, mid-career and senior staff may have seen less favourable progression during the pay cap years.
The NHS is devolved across the four UK nations. This means each country negotiates pay separately and announces awards at different times.
| Band | England | Wales | Scotland | Northern Ireland |
|---|---|---|---|---|
| Band 2 Entry | £24,465 | £23,970 | £25,560 | £22,383 |
| Band 5 Entry | £31,049 | £30,420 | £33,247 | £28,407 |
| Band 5 Top | £37,796 | £37,029 | £41,424 | £34,581 |
| Band 7 Entry | £47,810 | £46,840 | £50,861 | £43,742 |
| Band 7 Top | £54,710 | £53,601 | £59,159 | £50,056 |
Scotland consistently pays higher than the other nations. For 2025/26, Scottish staff received a 4.25% increase compared to England’s 3.6%.
If you received a backdated pay award and want to check the calculation was correct, follow these steps.
Step 1: Identify the Financial Year
Which financial year does the back pay cover? Remember, NHS financial years run April to March.
Step 2: Find Your Band and Step Point
Look up your pay band and step point for that year in the tables above. Were you at entry, intermediate, or top of your band?
Step 3: Check the Timeline
When was the pay award announced? When did new rates appear on your payslip? The difference tells you how many months were backdated.
Step 4: Calculate the Difference
Work out the monthly difference between your old rate and new rate.
Step 5: Multiply by Backdated Months
Multiply the monthly difference by the number of months backdated.
Let’s say you are a Band 5 nurse at the entry point checking your 2024/25 back pay.
Old monthly salary: £28,407 ÷ 12 = £2,367 New monthly salary: £29,970 ÷ 12 = £2,498 Monthly difference: £131 Expected back pay: £131 × 4 = £524
If you received less than this, check whether deductions were made for tax, National Insurance, or pension contributions. Back pay is taxable, so the gross amount may be higher than what you actually received.
Your pay can increase in two different ways. Many NHS staff get confused between these.
This is the percentage increase announced by the government each year. It applies to everyone on Agenda for Change contracts. For example, if the award is 3.6%, all salaries in all bands go up by 3.6%.
You receive this automatically. You do not need to apply for it.
This is movement through the pay step points within your band. When you join a band, you start at the entry point. After a certain number of years, you move to the intermediate point, then eventually to the top of the band.
| Band | Entry to Intermediate | Intermediate to Top | Total Time to Top |
|---|---|---|---|
| Band 2 | N/A (spot rate) | N/A | Already at top |
| Band 3 | 2 years | N/A | 2 years |
| Band 4 | 3 years | N/A | 3 years |
| Band 5 | 2 years | 2 years | 4 years |
| Band 6 | 2 years | 3 years | 5 years |
| Band 7 | 2 years | 3 years | 5 years |
| Band 8a-8d | 2 years | 3 years | 5 years |
| Band 9 | 2 years | 3 years | 5 years |
There is no automatic advancement from Band 8a to 8b, from 8b to 8c, from 8c to 8d, or from 8d to 9. These require applying for a higher-graded post.
Here is the important part: you receive both the annual pay award AND incremental progression. They work together.
The annual pay award raises all the figures in the pay scale. Your incremental progression moves you to a higher row in that scale. Combined, this can mean significant salary jumps in years when you also progress.
Moving up a pay point is not automatic. Following the 2018 pay deal, progression is subject to:
The NHS Knowledge and Skills Framework (KSF) sets out what you need to demonstrate at each level.
If you are researching NHS pay history, understanding what happened in 2018 helps make sense of the numbers.
The old Agenda for Change structure had several issues:
Multiple Spine Points
Each band had many individual spine points — sometimes seven or more. This made the system complex and hard to understand.
Overlapping Bands
Pay bands overlapped, meaning the top of one band might pay more than the bottom of the band above. This created a situation where taking a promotion could actually mean a pay cut.
Automatic Annual Progression
Staff moved up a spine point every year almost automatically. This was expensive and did not link pay to performance or development.
Slow Route to Top of Band
With so many spine points, it could take 7-8 years to reach the top of a band.
The NHS Staff Council negotiated a three-year deal that addressed these problems:
The transition to the new system took three years (2018-2021) to complete. Staff moved from their old spine point to the nearest equivalent in the new structure.
Staff working in and around London receive additional pay called the Higher Cost Area Supplement or London weighting.
| Area | Percentage | Minimum | Maximum |
|---|---|---|---|
| Inner London | 20% of basic salary | £5,414 | £8,172 |
| Outer London | 15% of basic salary | £4,551 | £5,735 |
| Fringe | 5% of basic salary | £1,258 | £2,122 |
| Band | Entry (inc HCAS) | Top (inc HCAS) |
|---|---|---|
| Band 2 | £30,074 | £30,074 |
| Band 3 | £30,546 | £32,207 |
| Band 5 | £37,259 | £45,356 |
| Band 6 | £46,419 | £55,046 |
| Band 7 | £56,276 | £63,176 |
| Band 8a | £64,156 | £71,148 |
| Band 9 | £117,645 | £134,103 |
| Band | Entry (inc HCAS) | Top (inc HCAS) |
|---|---|---|
| Band 2 | £29,179 | £29,179 |
| Band 3 | £29,651 | £31,312 |
| Band 5 | £35,763 | £43,466 |
| Band 6 | £44,485 | £52,521 |
| Band 7 | £53,751 | £60,651 |
| Band | Entry (inc HCAS) | Top (inc HCAS) |
|---|---|---|
| Band 2 | £25,768 | £25,768 |
| Band 3 | £26,240 | £27,928 |
| Band 5 | £32,602 | £39,686 |
| Band 6 | £40,617 | £48,778 |
| Band 7 | £50,008 | £56,908 |
Agenda for Change covers more than 1 million NHS staff across the UK. However, not everyone working in the NHS uses these pay bands.
| Role Type | Typical Bands |
|---|---|
| Healthcare assistants | Band 2-3 |
| Nursing assistants and senior HCAs | Band 3-4 |
| Nursing associates | Band 4 |
| Registered nurses | Band 5-7 |
| Midwives (newly qualified to senior) | Band 5-7 |
| Physiotherapists | Band 5-7 |
| Occupational therapists | Band 5-7 |
| Speech therapists | Band 5 |
| Paramedics | Band 5-6 |
| Pharmacists (newly qualified to lead) | Band 6-8b |
| Biomedical scientists | Band 5-7 |
| Admin and clerical staff | Band 2-6 |
| Porters and domestic staff | Band 2-3 |
| Bed managers | Band 4 |
| Ward sisters and charge nurses | Band 7 |
| Matrons and advanced practitioners | Band 8a |
| Service managers and speciality leads | Band 8a |
| Psychologists and lead clinicians | Band 8b |
| Heads of clinical service | Band 8c |
| Deputy directors | Band 8d |
| Nurse consultants and directors | Band 9 |
| Role Type | Pay System |
|---|---|
| Junior doctors | Separate medical pay scales |
| Consultants | Consultant contract |
| Dentists | Dental pay scales |
| GPs | GP contract |
| Very senior managers (VSMs) | VSM pay framework (3.25% in 2025/26) |
| GP practice staff | Practice-specific arrangements |
| Agency and bank workers | Different rates apply |
NHS staff on Agenda for Change received a 5.5% pay increase for the 2024/25 financial year. This was announced in June 2024, implemented in August 2024 salaries, and backdated to 1 April 2024.
The 2023/24 pay award was 5.0% for all Agenda for Change bands. This followed significant industrial action by NHS unions during 2022-2023.
A Band 5 nurse earned between £29,970 (entry point) and £36,483 (top of band) in the 2024/25 financial year.
The 2018 New Pay Deal introduced major structural changes including:
Find your band and step point for the relevant financial year in the tables above. Calculate the difference between your old and new rate, multiply by the number of backdated months, and compare to what you received (accounting for tax and other deductions).
The NHS is devolved across the UK. Scotland negotiates its own pay awards through NHS Scotland, which is why rates and announcement timings differ from England.
The current simplified pay structure was introduced through the 2018 Framework Agreement (New Pay Deal) and fully implemented by April 2021.
From 2020/21 to 2025/26, total cumulative pay increases amount to approximately 24% for most bands through annual awards of ~2.5%, 3.0%, ~4.0%, 5.0%, 5.5%, and 3.6%.
Following the 2018 NHS pay deal, pay progression changed from historic yearly incrementation (spine points) to a system based on years of experience at each band. Most bands now progress every 2-3 years rather than annually.
The 2018 NHS pay deal removed the overlap between bands to prevent someone with a lower level of responsibility from being paid more than someone with a higher level of responsibility. Promotion now always results in higher pay.
The government has committed to providing the NHS Staff Council with a funded mandate for 2026/27 to begin resolving outstanding concerns within the Agenda for Change pay structure, including issues with pay banding and career progression.
Scotland has already announced a 3.75% pay increase for 2026/27.
For England, the proposed increase is 2.5%, though this remains subject to NHS Pay Review Body recommendations expected in summer 2026.
We will continue updating this archive as new pay scales are confirmed.
Last updated: February 2026. All figures are from official NHS Employers circulars and NHS Scotland pay documentation.
