NHS Pay Rise 2026/27: Latest News, Pay Bands & When You’ll Be Paid

Last Updated: 8 February 2026

The government has proposed a 2.5% pay rise for NHS staff in 2026/27. But this is not the final figure. The independent NHS Pay Review Body (NHSPRB) is still gathering evidence and will make its own recommendations. A final decision is expected in late summer or autumn 2026, with payments likely arriving late 2026 or early 2027, backdated to 1 April 2026.

Unions have strongly rejected the 2.5% proposal. UNISON called it “an insult” while the BMA described it as “frankly indefensible.” Many health unions are now demanding direct talks with the government instead of going through the pay review body process.

If you work for the NHS, this page tells you everything you need to know about the upcoming pay award, projected pay band tables, when you will be paid, and what unions are saying.

We also cover NHS pay rise 2026/27 predictions from analysts and unions, the Agenda for Change (AfC) pay framework, and how the pay award affects each band from Band 2 to Band 9 — including hourly rates. Use our free NHS Take Home Pay Calculator to see how any pay rise would affect your actual take-home pay after tax, National Insurance, and pension deductions.

Current Status of the 2026/27 NHS Pay Round

The 2026/27 pay round is now actively moving through the formal review process.

In July 2025, Health Secretary Wes Streeting sent remit letters to both the NHS Pay Review Body (which covers Agenda for Change staff) and the Review Body on Doctors’ and Dentists’ Remuneration (DDRB). This kicked off the pay round two months earlier than the previous year.

The Department of Health and Social Care (DHSC) and NHS England submitted their written evidence on 30 October 2025. NHS Employers submitted their evidence on 31 October 2025.

Here is where things stand right now:

Stage	Status
Government evidence submitted	✓ Complete (October 2025)
NHS Employers’ evidence submitted	✓ Complete (October 2025)
Union evidence submissions	Most unions boycotted the process
Pay Review Body deliberations	In progress
Final recommendations	Expected Spring–Summer 2026
Government decision	Expected Late Summer–Autumn 2026

The government has committed to providing a funded mandate to the NHS Staff Council for structural pay reforms. These changes are expected to be implemented from 1 April 2026.

The NHS Staff Council has been asked to conduct exploratory talks to identify which parts of the Agenda for Change pay structure need reform.

Unions, including UNISON, Unite, GMB, and the RCN, have been invited to participate in these discussions, though most have boycotted the formal Pay Review Body evidence process. Chancellor Rachel Reeves confirmed during the 2025 Spending Review that all NHS pay uplifts must be funded from within existing departmental allocations, with no additional Treasury funding available

Latest News & Updates

7 February 2026 — Unite confirms NHS health visitors in Cwm Taf Morgannwg University Health Board (Wales) will strike from 23 February to 20 March 2026 over pay banding disputes. Unite general secretary Sharon Graham says the issue is “rapidly evolving into a national concern” across all Welsh health boards.​

2 February 2026 — The NHS Confederation describes resident doctors voting for further strikes as “bitterly disappointing”, warning that strikes cannot be allowed to “roll through 2026, using up yet more scarce resources and impeding progress in reducing waiting lists.”​

1 February 2026 — BMA resident doctors in England vote to renew their strike mandate for another six months, maintaining pressure on the government over pay restoration demands.​

29 January 2026 — RCN confirms Scottish NHS staff will receive an additional 0.15% pay top-up for 2025/26, backdated to April 2025. This brings Scotland’s total 2025/26 increase to 4.4%, triggered by the inflation guarantee clause (CPI averaged 3.4% in 2025, activating the CPI+1% floor).​

14 December 2025 — The government publishes its economic evidence to the Pay Review Bodies for the 2026/27 pay round. Brightmine data included in the evidence shows private sector organisations are forecasting a median 3% pay award.​

31 October 2025 — NHS Employers submit their evidence to the NHSPRB, highlighting workforce shortages, recruitment difficulties, and the need for structural reform of Agenda for Change pay bands.

30 October 2025 — The DHSC submits written evidence proposing a pay uplift of up to 2.5% for 2026/27.

We update this section regularly. Bookmark this page to stay informed

Government’s 2.5% Proposal Explained

The government’s written evidence to the NHSPRB makes one thing very clear. It says the NHS can only afford a pay uplift of 2.5% within existing departmental budgets.

The exact wording from the DHSC evidence states:

“DHSC have developed financial and delivery plans which currently allow for a pay uplift of 2.5% without having to make trade-offs against headline government health commitments. Should the independent pay review bodies recommend an award above this level, we would need to consider whether and how this could be made affordable from within existing DHSC budgets. Accepting such an award would inevitably have an impact on healthcare delivery.”

In simple terms, the government is saying:

• We can afford 2.5% right now
• Anything higher means cutting something else
• No extra funding is available for pay rises

The 2025 Spending Review set these budget limits. The government has also built in a 2% productivity target for the NHS, which trusts must hit to balance the books.

Why Unions Say 2.5% Is Not Enough

Health unions have been very clear. They believe 2.5% is far too low. Here is why:

• Falls behind inflation – The RPI inflation measure sits at around 4.5%
• CPI inflation averaged 3.4% in 2025 — Scotland’s deal uses CPI + 1% as its floor, which means even the minimum Scottish increase of 3.75% beats England’s proposed 2.5% by a significant margin
• Below Scotland’s deal – Scottish NHS staff will get at least 3.75% in April 2026, with an inflation guarantee
• Behind the Real Living Wage – The Living Wage Foundation increased rates by 6.7% in 2025
• Real-terms pay cut – When prices rise faster than wages, workers lose buying power

UNISON’s head of health, Helga Pile, called the 2.5% proposal “an insult” and said it would “go down badly across the NHS”.

Dr Tom Dolphin, chair of the BMA Council, said: “It is frankly indefensible that yet another government is once again suggesting a real-terms pay cut for doctors”.

Professor Nicola Ranger, RCN General Secretary, added: “With too many leaving nursing and too few joining, we need urgent and fundamental pay reform, not derisory pay deals that fail to cover living costs”.

Gill Walton, RCM Chief Executive, warned that the National Minimum Wage increase has “put a spotlight on out-of-date NHS pay bands.

NHS Pay Rise 2026/27 Predictions

No one can say for certain what the final NHS pay rise for 2026/27 will be. The government has proposed 2.5%, but the independent Pay Review Bodies have not yet published their recommendations. Here is what the evidence suggests.

Read Guide: NHS Wales Pay Rise 2026/27

What Analysts and Unions Expect

Several factors point toward a final award higher than 2.5%:

• Brightmine workforce data (included in the government’s own economic evidence) shows that private sector organisations are forecasting a median pay award of 3% for 2026/27​

• Scotland has already agreed a minimum of 3.75%, with an inflation guarantee that could push the figure higher​

• The 2025/26 award was 3.6% — dropping to 2.5% would be the largest year-on-year decline since austerity-era freezes

• CPI inflation averaged 3.4% in 2025. A 2.5% award would mean a real-terms pay cut of nearly 1%

• Fourteen health unions have rejected the PRB process entirely, increasing political pressure on ministers to offer more

Most analysts and union commentators expect the Pay Review Body to recommend somewhere between 3% and 3.5%. However, the government is not obligated to accept the recommendation in full. In 2025/26, the government accepted the PRB’s 3.6% recommendation — but budget pressures are tighter this year.​

H3: Scenario Comparison: What Each Band Would Earn

Band 5 entry-level nurse under three scenarios:

Scenario	Annual Salary	Monthly Pay	Monthly Increase	Annual Increase
2.5% (Government proposal)	£31,825	£2,652	+£65	+£776
3.0% (Analyst prediction)	£31,980	£2,665	+£78	+£931
3.5% (Union demand range)	£32,136	£2,678	+£91	+£1,087

Band 6 top of scale (currently £46,580):

Scenario	Annual Salary	Monthly Increase
2.5%	£47,745	+£97
3.0%	£47,977	+£116
3.5%	£48,210	+£136

The difference between 2.5% and 3.5% may look small per month, but over a full year it adds up to hundreds of pounds — and compounds over time as future pay rises are calculated on the higher base.

NHS Pay Rise 2026/27 Timeline

One of the biggest questions NHS staff have is: when will I actually get paid?

Based on the government’s stated intentions and past patterns, here is the expected timeline:

Milestone	Expected Timing	What Happens
Review Body reports	Spring–Summer 2026	Independent recommendations published
Government decision	Late Summer–Autumn 2026	Final pay award announced
Payroll implementation	Late 2026–Early 2027	New pay rates applied
Backdating effective from	1 April 2026	Award covers full financial year

The government has said it wants to speed up the process. In 2025/26, announcements came two months earlier than the year before. Staff saw the increase in their August 2025 pay packets, backdated to April.

If this pattern continues, you might see the 2026/27 award in your pay by autumn 2026 — though this is not guaranteed.

NHS Pay Scales 2026/27 (Projected at 2.5%)

These pay scales apply to all Agenda for Change (AfC) staff — the national pay framework covering nurses, midwives, paramedics, pharmacists, healthcare assistants, porters, radiographers, physiotherapists, occupational therapists, administrative staff, and estates workers. AfC does not cover doctors, dentists, or very senior managers. Staff progress through pay step points within each band based on length of service.

Below are the current 2025/26 pay scales alongside projected figures if the government’s 2.5% proposal becomes the final award.

Important: These projections are estimates only. The final figures depend on the actual pay award announced later in 2026.

Hourly Rates by Band 2026/27

The table below shows projected hourly rates for each band if 2.5% is applied. Hourly rates are based on a standard 37.5-hour working week. All figures sourced from the NHSBSA 2025/26 pay circular, with 2.5% applied.

Band	2025/26 Entry (£)	2026/27 Entry (£)	2025/26 Top (£)	2026/27 Top (£)

Band 2 Pay 2026/27

Pay Point	2025/26 Salary	Projected 2026/27 (2.5%)
All Points	£24,465	£25,077

Band 2 roles include healthcare assistants, porters, and maternity support workers.

Support staff on Band 2 are often overlooked in pay discussions, but make up a significant proportion of the NHS workforce. UNISON, which represents many healthcare assistants and support workers, has specifically highlighted the impact on lower-banded staff in its campaign for direct pay negotiations.

Band 3 Pay 2026/27

Pay Point	2025/26 Salary	Projected 2026/27 (2.5%)
Entry	£24,937	£25,560
Top	£26,598	£27,263

Band 3 roles include senior healthcare assistants and administrative support staff.

Band 4 Pay 2026/27

Pay Point	2025/26 Salary	Projected 2026/27 (2.5%)
Entry	£27,485	£28,172
Top	£30,162	£30,916

Band 4 roles include nursing associates and pharmacy technicians.

Band 5 Pay 2026/27 (Staff Nurses, Pharmacists)

Pay Point	2025/26 Salary	Projected 2026/27 (2.5%)
Entry	£31,049	£31,825
Mid	£33,487	£34,324
Top	£37,796	£38,741

Band 5 is where most newly qualified nurses, midwives, paramedics, and pharmacists begin their careers.

Band 6 Pay 2026/27

Pay Point	2025/26 Salary	Projected 2026/27 (2.5%)
Entry	£38,682	£39,649
Mid	£40,823	£41,844
Top	£46,580	£47,745

Band 6 roles include junior sisters, charge nurses, and experienced midwives.

Band 7 Pay 2026/27

Pay Point	2025/26 Salary	Projected 2026/27 (2.5%)
Entry	£47,810	£49,005
Mid	£50,273	£51,530
Top	£54,710	£56,078

Band 7 roles include ward sisters, senior midwives, and senior pharmacists.

Higher Bands (8a–9) Summary

Band	2025/26 Entry	2025/26 Top	Projected 2026/27 Top (2.5%)
8a	£55,690	£62,682	£64,249
8b	£64,455	£74,896	£76,768
8c	£76,965	£88,682	£90,899
8d	£91,342	£105,337	£107,970
9	£109,179	£125,637	£128,778

These figures come from the NHS Business Services Authority (NHSBSA) pay scales for 2025/26, with 2.5% added.

Minimum Wage Crisis: Will Band 2 Staff Fall Below the Legal Minimum?

This is a serious problem that could affect over 170,000 NHS employees.

From April 2026, the National Minimum Wage (NMW) rises to £12.71 per hour. This is an increase of 50p, or 4.1%.

Here is the problem:

• Current Band 2 top hourly rate: £12.51
• New minimum wage from April 2026: £12.71
• Shortfall: 20p per hour

This means Band 2 staff — including healthcare assistants, maternity support workers, and porters — will technically be earning below the legal minimum wage when the new rate kicks in.

Band 3 entry-level staff will be just 4p above the minimum wage.

UNISON has written to NHS trusts across England warning that the pay system is at “constant risk” of breaching minimum wage rules.

The government may need to implement an emergency top-up to avoid breaking the law. This has happened before — and unions say it shows the Agenda for Change pay structure is badly out of date.

Gill Walton from the RCM said: “If we want to attract and retain staff to provide quality maternity care, we need a pay system that is fit for purpose”.

Union Response and Strike Risk

Why Unions Rejected the Pay Review Body Process

Something unusual happened in this pay round. Most health unions refused to submit evidence to the NHS Pay Review Body.

Fourteen unions signed a joint letter to the Health Secretary. They want the PRB process to be “set aside” in favour of direct negotiations with ministers.

UNISON says the pay review body process is “discredited” and “no longer fit for purpose”.

The RCN’s Professor Nicola Ranger put it bluntly: “The pay review body process has become a sham. Unions are refusing to engage with it, and the government cannot hide behind it. We need direct talks at pace”.

What Unions Are Demanding

Unions want several things:

• Direct negotiations — talks with ministers, not through review bodies
• Proper funding — money on the table, not just promises
• Real Living Wage — as the minimum benchmark for NHS pay
• Pay progression after training — equal to what midwives and paramedics get
• Payment for every hour worked — addressing unpaid overtime
• Updated job evaluation — with new nursing role profiles fully funded

Is Strike Action Likely in 2026?

UNISON has launched a new campaign called “Pay Up For NHS Staff”. The Health Service Group Executive agreed to “refresh and escalate” the pay campaign for 2026/27.

This includes:

• New member-facing actions
• Wider lobbying work
• Targeted ballot strategies

UNISON’s letter to NHS trusts warns that the government’s failure to open proper talks is increasing the risk of “serious industrial escalation”.

The RCN has warned it could raise a formal dispute if ministers don’t act. In Northern Ireland, the RCN is already in formal dispute because the 2025/26 pay award was never funded.

Strike action is not confirmed. But the risk is real if the government sticks with 2.5% and refuses direct negotiations.

In February 2026, Unite confirmed that NHS health visitors in Cwm Taf Morgannwg University Health Board in Wales will strike from 23 February to 20 March over pay banding disputes. Unite general secretary Sharon Graham described the situation as “rapidly evolving into a national concern” and said the union is addressing the issue across all health boards in Wales.

Separately, BMA resident doctors in England voted in early February 2026 to renew their strike mandate for another six months. The NHS Confederation called the vote “bitterly disappointing” and warned that continued strikes risk “using up yet more scarce resources and impeding progress in reducing waiting lists.

Scotland’s Separate 2-Year Pay Deal

NHS Scotland works differently. Staff there negotiated directly with the Scottish Government — not through the PRB.

The result? A much better deal.

Element	England (Proposed)	Scotland (Agreed)
2025/26 Pay Rise	3.6%	4.25%
2026/27 Pay Rise	2.5% (proposed)	3.75% (minimum)
Total over 2 years	~6.1%	8%
Inflation Protection	None	CPI + 1% floor
Working Week Change	None	-1.5 hours from April 2026

The Scottish deal includes an inflation guarantee. This means the 2026/27 increase will be at least one percentage point above CPI inflation. If inflation runs higher, staff get more.

Scottish NHS workers will also see their working week reduced by 1.5 hours from 1 April 2026.

The inflation guarantee in Scotland’s deal is based on CPI (Consumer Prices Index), not RPI. CPI averaged 3.4% in calendar year 2025. Because the deal guarantees CPI + 1%, the minimum increase was 4.4% — triggering an additional 0.15% top-up for 2025/26. For 2026/27, the same mechanism applies: if CPI in 2026 averages above 2.75%, Scottish staff will receive more than the agreed 3.75%. This is a significant advantage that English staff do not have. For more details, see our NHS Scotland Pay Rise 2026/27 guide.

Related Guide: NHS Scotland Pay Rise 2026/27

RCN members in Scotland voted to accept this deal. Unions in England point to Scotland as proof that direct negotiations work better than the PRB process.

Wales and Northern Ireland

NHS Wales Pay Rise 2026/27

Wales follows the same Agenda for Change framework as England. For 2025/26, Welsh NHS staff received the same 3.6% increase.

For 2026/27, Wales is waiting on the PRB recommendations — the same process as England.

The RCN in Wales has told ministers they have a “short window to reach agreement on investment in the nursing workforce, or risk escalation to a formal dispute”.

In February 2026, Unite members working as health visitors in Cwm Taf Morgannwg University Health Board voted for four weeks of strike action from 23 February to 20 March. The dispute centres on pay banding classifications. Unite says the issue extends beyond one health board and is campaigning across all NHS Wales trusts for fair pay banding.

Northern Ireland: Formal Dispute Over Pay

Northern Ireland is in a different situation. And it’s not good.

The NI Health Minister said he wants to pay HSC staff the recommended 3.6% for 2025/26. But the Northern Ireland Executive has not provided funding.

This means HSC nursing staff in Northern Ireland still have not received their 2025/26 pay award.

The RCN is now in formal dispute with the Northern Ireland Executive and HSC employers.

When Will You Be Paid? (Backdating Explained)

NHS pay awards are always backdated to 1 April of the financial year they relate to.

But the actual money usually arrives a few months later. In 2025/26, staff saw an increase in their August pay packets.

This means you will likely receive:

1. A higher monthly salary from the implementation date
2. A back pay lump sum covering April to the payment month

How to Calculate Your Back Pay

Here is a simple formula:

Monthly salary increase × Number of months between April and payment = Back pay

Example:

If you are a Band 5 nurse at the entry point:

• Current salary: £31,049 per year
• Projected salary at 2.5%: £31,825 per year
• Monthly increase: £64.67
• If paid in October 2026 (6 months): £388 back pay

What to Check on Your Payslip

When the pay award is implemented, look for:

• Higher ongoing rate from the implementation month
• Separate line showing backdated amount
• Correct band and pay step point applied
• Any role changes mid-year that might affect your calculation
• Overtime and unsocial hours — these should also reflect the new rate

If something looks wrong, check with your payroll department or union rep.

NHS Pay Rise 2026/27 Calculator

Want to know exactly how the 2026/27 pay rise will affect your take-home pay? Use our free NHS Take Home Pay Calculator to see your monthly and annual salary after tax, National Insurance, student loan repayments, and NHS Pension contributions.

Simply select your band, pay point, and any additional allowances — the calculator does the rest.

Use the NHS Take Home Pay Calculator now.

How the Pay Rise Affects Your NHS Pension

Your NHS Pension contribution is based on your pensionable pay, calculated in tiers. As your salary increases with the pay award, you may move into a higher contribution tier — meaning a slightly larger percentage is deducted from your pay. Here are the current contribution tiers from April 2025:

Pensionable Pay Range (£)	Contribution Rate

2025/26 NHS Pay Rise Recap

If you are still catching up on what happened last year, here is a quick summary:

Staff Group	2025/26 Award	Effective Date	Payment Date
Agenda for Change (England/Wales)	3.6%	1 April 2025	August 2025
Agenda for Change (Scotland)	4.25%	1 April 2025	August 2025
Doctors (England)	6%	1 April 2025	Varied
Northern Ireland	Not funded	—	Ongoing dispute

The 3.6% award for AfC staff in England came from the NHS Pay Review Body recommendation, which the government accepted.

Practice nurses employed directly by GP practices were told they should receive a 4% pay rise for 2025/26, though this has not always been passed on by all practices.

What Happens Next? Key Dates to Watch

The pay round is not over yet. Here is what to look out for:

• Spring–Summer 2026 — NHS Pay Review Body publishes recommendations
• Late Summer–Autumn 2026 — Government announces final pay award
• Late 2026–Early 2027 — New pay rates hit your pay packet
• Ongoing — NHS Staff Council talks on structural reforms

UNISON’s Health Service Group Executive will continue to review the campaign and may escalate further if talks do not progress.

Frequently Asked Questions

Will there be another NHS pay rise in 2026?

Yes. The 2026/27 pay round is active right now. The government has proposed a 2.5% increase, but this is not final. The NHS Pay Review Body will make independent recommendations, and the government will announce its decision in late summer or autumn 2026. Any pay rise will be backdated to 1 April 2026.

What is the expected pay increase for NHS staff in 2026?

The Department of Health and Social Care says it can afford 2.5% within existing budgets. However, unions are demanding more, and analysts suggest the final figure could be around 3%. Scotland has already agreed on a minimum of 3.75% with an inflation guarantee. The final award depends on the Pay Review Body recommendations.

When will the 2026/27 NHS pay rise be paid?

Based on recent patterns, expect payment in late 2026 or early 2027. The government wants to speed up the timeline, but implementation typically takes several months after the April effective date. Staff will receive a back pay lump sum covering April to the payment month.

What is the minimum wage in the NHS from April 2026?

The National Minimum Wage rises to £12.71 per hour from April 2026. This is a problem because Band 2 NHS staff currently earn a maximum of £12.51 per hour — below the new legal minimum. The government may need an emergency top-up to stay legal. Band 3 entry-level staff will earn just 4p above minimum wage.

How does the NHS pay rise work?

The NHS Pay Review Body gathers evidence from the government, NHS Employers, and unions. It then recommends a pay award to ministers. The government decides whether to accept the recommendation. Once announced, pay awards are backdated to 1 April but paid several months later, with staff receiving a lump sum for the backdated period.

Will NHS staff go on strike in 2026?

Strike action is possible but not confirmed. UNISON has launched its “Pay Up For NHS Staff” campaign, and the Health Service Group Executive has agreed to escalate if talks fail. The RCN has warned it could raise a formal dispute. Northern Ireland is already in a formal dispute. The risk of industrial action increases if the government does not engage in direct negotiations or offer below-inflation increases.

Are doctors’ pay awards handled differently?

Yes. Doctors and dentists have their pay reviewed by the Review Body on Doctors’ and Dentists’ Remuneration (DDRB), which is separate from the NHS Pay Review Body that covers Agenda for Change staff. The DDRB makes its own recommendations to the government.

What jobs are covered by Agenda for Change?

Agenda for Change covers most NHS staff outside doctors, dentists, and very senior managers. This includes nurses, midwives, paramedics, pharmacists, physiotherapists, radiographers, healthcare assistants, porters, administrative staff, and many other roles. Pay is structured in bands from 2 to 9, with progression through pay step points based on experience.

What is the predicted NHS pay rise for 2026/27?

While the government has proposed 2.5%, most analysts expect the Pay Review Body to recommend between 3% and 3.5%. This is based on private sector pay award data (median 3%), CPI inflation of 3.4% in 2025, and the precedent set by Scotland’s 3.75% minimum deal. However, predictions remain speculative until the Pay Review Body publishes its report in spring or summer 2026.

How much will a Band 5 nurse earn in 2026/27?

A Band 5 nurse currently earns between £31,049 (entry) and £37,796 (top of band). If the government’s 2.5% proposal is applied, these figures would rise to approximately £31,825 and £38,741 respectively. If the final award is 3%, the entry salary would be £31,980. Use our NHS Take Home Pay Calculator to see the exact take-home pay after deductions.

What is the NHS Band 3 hourly rate in 2026/27?

Band 3 entry-level staff currently earn £12.76 per hour (based on a 37.5-hour working week). If a 2.5% increase is applied, this would rise to approximately £13.08 per hour. The top of Band 3 would be approximately £13.95 per hour. These figures are only marginally above the new National Minimum Wage of £12.71 from April 2026.

When will the NHS pay rise 2026/27 be announced?

The NHS Pay Review Body is expected to publish its recommendations in spring or summer 2026. The government will then make a final decision, likely in late summer or autumn 2026. In 2025/26, the announcement came in June, and pay was implemented in August. The government has said it wants to speed up the process further for 2026/27.

How does the NHS Scotland pay deal compare to England?

Scotland negotiated a two-year deal directly with the Scottish Government, bypassing the Pay Review Body process entirely. For 2026/27, Scottish NHS staff will receive a minimum of 3.75% with a CPI + 1% inflation guarantee. In contrast, England has proposed 2.5% with no inflation protection. Scottish staff also benefit from a 1.5-hour reduction in their working week from April 2026.

What is the NHS MARS scheme 2026?

MARS stands for Mutually Agreed Resignation Scheme. It allows NHS trusts to offer voluntary severance packages to staff whose roles are no longer needed. MARS is not directly related to the annual pay rise but is sometimes mentioned alongside pay discussions when trusts face budget pressures. The availability of MARS varies by trust and is subject to local approval.