Agenda for Change 2025/26: band-by-band breakdown

Projected NHS pay scales for 2025/26

This guide breaks down the projected NHS Agenda for Change (AfC) pay scales for 2025/26 in England. The figures are based on a projected 3.6% pay award from 1 April 2025. We explain what this means for each pay band, how pay progression works, and how to calculate part-time salaries.

Please remember, the 3.6% figure is a projection used for this article. The final, confirmed pay award is decided by the government following a recommendation from the NHS Pay Review Body (NHSPRB), usually in the summer, and is then backdated to 1 April.

What is Agenda for Change?

Agenda for Change is the national pay and grading system for the vast majority of NHS staff. It was introduced in 2004 to standardise pay, career progression, and terms and conditions across all NHS trusts.

It applies to over a million staff, including nurses, healthcare assistants, allied health professionals, administrative staff, and many others. It does not cover doctors, dentists, or very senior managers, who are on separate contracts.

The system is built around nine numbered pay bands. Each job role is evaluated and assigned to a band based on factors like responsibility, skills, and effort. Within most bands, there are several pay points, which allow your salary to increase as you gain experience.

Agenda for Change Pay Bands 2025/26: At a Glance

The table below shows the projected annual salaries for each AfC band in England, assuming a 3.6% pay rise is applied from 1 April 2025. These figures are for full-time staff working 37.5 hours per week.

To see how these gross salaries translate into your monthly take-home pay after tax, National Insurance and pension contributions, you can use our NHS take-home pay calculator.

Detailed Breakdown: Pay Bands 2 to 9

Each band corresponds to a different level of responsibility. Within some bands, your pay increases over time through 'pay steps' as you consolidate your skills and experience.

Band 2: £24,465

Band 2 has a single pay point. Roles at this level are foundational to the health service and include healthcare assistants, porters, domestic staff, and administrative assistants.

Bands 3 & 4

These bands are for staff with more experience or specific qualifications, often involving direct patient care or complex administrative duties.

• Band 3 (£24,937 to £26,598): Roles include clinical support workers, therapy assistants, and experienced administrative staff. You would start at the bottom of the band and move to the top after two years of experience.
• Band 4 (£27,485 to £30,162): This band often requires a foundation degree or equivalent qualification. Examples include associate practitioners, pharmacy technicians, and nursing associates.

Band 5: £29,970 to £36,483

Band 5 is the typical entry point for newly qualified registered professionals. Pay progression is based on years of experience.

• Starting salary: £29,970
• After 2 years' experience: £32,324
• After 4 years' experience: £36,483

Common Band 5 roles include Staff Nurse, Physiotherapist, Occupational Therapist, Dietitian, and Radiographer.

Bands 6 & 7

These bands represent senior, specialist, or managerial positions. Moving into these roles often requires further training and significant experience. Crafting a strong application is key; our application copilot can help you articulate your skills effectively.

• Band 6 (£37,338 to £44,962): This is for specialist staff or those with supervisory duties. Examples include Specialist Nurse, Senior Physiotherapist, or Deputy Ward Manager. You start at £37,338, move to £39,405 after two years, and reach the top of the band after five years.
• Band 7 (£46,148 to £52,809): Roles at this level require advanced clinical or managerial skills. Examples include Ward Manager, Advanced Clinical Practitioner, or Clinical Psychologist. Progression to the top of the band takes five years, with an interim step after two years.

Bands 8 & 9

These bands cover senior leadership, managerial, and consultant-level roles. Progression within these bands is less automatic and often depends on performance and the specific scope of the role.

• Band 8a (£53,755 - £60,504): e.g., Modern Matron, Lead Allied Health Professional.
• Band 8b (£62,215 - £72,293): e.g., Senior Nurse Manager, Head of a therapy service.
• Band 8c (£74,290 - £85,601): e.g., Head of a large department or service.
• Band 8d (£88,168 - £101,677): e.g., Deputy Director of Nursing.
• Band 9 (£105,385 - £121,271): e.g., Director of Nursing, Chief Allied Health Professional for a Trust.

How Pay Progression Works

Moving up the pay points within your band is known as pay progression or receiving an 'increment'. This is not always automatic. Your progression is reviewed annually during your appraisal.

To move to the next pay step, you typically need to demonstrate that you:

• Have met the required standards of performance for your role.
• Have completed all mandatory and statutory training.
• Are up to date with your professional registration where applicable.
• Are meeting the objectives set out in your personal development plan.

For bands with time-based steps (like Bands 5, 6, and 7), you will move to the next point on the anniversary of your start date in that role, provided you meet the performance criteria. If you have any concerns about your pay progression, you should speak to your line manager, HR department, or your union representative.

Part-Time Staff and Pro Rata Pay

If you work part-time, your salary is calculated on a 'pro rata' basis. This means you receive a proportion of the full-time salary that directly corresponds to the hours you work.

A full-time week in the NHS is 37.5 hours. To calculate your pro rata salary, you use this formula:

(Full-time annual salary / 37.5) x your weekly hours = Your pro rata annual salary

Worked example

Let's imagine a Band 6 specialist nurse who is two years into their role and works 30 hours per week.

1. Find the full-time salary: A Band 6 with two years' experience is on the second pay point, which is £39,405 per year.
2. Calculate the hourly rate: £39,405 / 37.5 hours = £1,050.80 per hour (this is an annualised hourly rate for calculation purposes, not the actual hourly pay). Wait, that calculation is wrong. Let's re-calculate. £39,405 / 37.5 hours per week / 52.14 weeks per year = £20.16 per hour. A simpler way is just to use the annual salary.
3. Calculate the pro-rata salary: (£39,405 / 37.5) * 30 = £31,524.

So, their annual gross salary for a 30-hour week would be £31,524. Any enhancements for unsocial hours would then be calculated based on their basic hourly rate.

Key takeaways

• The 2025/26 pay figures in this article are projections based on a 3.6% award and are not yet confirmed.
• The final pay award for England is typically announced in the summer and backdated to 1 April.
• Agenda for Change covers most NHS staff, but not doctors, dentists, or some very senior managers.
• Moving up pay points within a band (progression) depends on meeting performance and development standards at your annual appraisal.
• Part-time salaries are calculated pro rata, meaning you are paid a proportion of the full-time salary based on your contracted hours.
• Always check your payslip to ensure your band, pay point, and salary are correct. If you have questions, your first port of call should be your trust's payroll or HR department.