NHS Pay Scales 2027/28: What to Expect
Last updated: 28 September 2026 · Figures verified against the NHS Employers 2026/27 pay circular.
Status of the 2027/28 scales
There is an important thing to say first, plainly: nobody knows the 2027/28 pay scales yet, because the award that determines them has not been decided. The NHS Pay Review Body is in its evidence phase (autumn 2026), it reports in early 2027, and the government announces the award in spring 2027 — effective from 1 April 2027. Until then, the scales in force are the 2026/27 rates below.
This matters because pay-scale tables are the most-copied content in NHS pay publishing: year-stamped tables circulate every spring, and some are simply last year's figures with a new headline. When the 2027/28 circular lands, this page will carry the verified new tables; until then, treat any "2027/28 pay scale" with invented figures as unreliable. Follow the round on our NHS pay rise 2027 hub, where we separate what is confirmed from speculation.
The 2026/27 baseline: full England tables
The current scales (England, full-time equivalent, 37.5 hours a week) followed the 3.3% consolidated uplift from 1 April 2026. England uses three pay steps — entry, intermediate and top — following the 2018 contract deal, which abolished spine points. Band 1 is closed to new entrants and Band 2 is a single spot rate.
| Band | Entry (annual) | Entry (hourly) | Intermediate (annual) | Intermediate (hourly) | Top (annual) | Top (hourly) |
|---|---|---|---|---|---|---|
| Band 2 | £25,272 | £12.91 | — | — | £25,272 | £12.91 |
| Band 3 | £25,760 | £13.16 | — | — | £27,476 | £14.04 |
| Band 4 | £28,392 | £14.50 | — | — | £31,157 | £15.92 |
| Band 5 | £32,073 | £16.38 | £34,592 | £17.67 | £39,043 | £19.95 |
| Band 6 | £39,959 | £20.41 | £42,170 | £21.54 | £48,117 | £24.58 |
| Band 7 | £49,387 | £25.23 | £51,932 | £26.53 | £56,515 | £28.87 |
| Band 8a | £57,528 | £29.39 | £60,417 | £30.86 | £64,750 | £33.08 |
| Band 8b | £66,582 | £34.01 | £70,896 | £36.22 | £77,368 | £39.52 |
| Band 8c | £79,504 | £40.62 | £84,346 | £43.09 | £91,609 | £46.80 |
| Band 8d | £94,356 | £48.20 | £100,140 | £51.16 | £108,814 | £55.59 |
| Band 9 | £112,782 | £57.62 | £119,583 | £61.09 | £129,783 | £66.30 |
For the individual band guides — roles, progression, take-home pay and London weighting — see our pages from Band 2 through Band 9, starting with the overview at NHS pay bands 2026/27.
Source: NHS Employers 2026/27 pay award; Health Careers NHS — Agenda for Change pay rates.
What the 3.3% award meant in pounds
A percentage uplift sounds abstract until you convert it to money. The 3.3% award from 1 April 2026 was applied uniformly, so the cash gain rises with the band — roughly £67 a month extra for a Band 2, and around £345 a month at the top of Band 9:
| Pay point | 2025/26 | 2026/27 | Annual increase | ≈ Monthly increase |
|---|---|---|---|---|
| Band 2 spot | £24,465 | £25,272 | £807 | £67 |
| Band 5 entry | £31,049 | £32,073 | £1,024 | £85 |
| Band 5 top | £37,796 | £39,043 | £1,247 | £104 |
| Band 7 top | £54,710 | £56,515 | £1,805 | £150 |
| Band 9 top | £125,637 | £129,783 | £4,146 | £346 |
Three things worth noting about these figures. First, they are gross — tax, National Insurance, pension and any student loan deductions take a share before the money reaches you, so the take-home increase is smaller (see the take-home breakdowns on our Band 5 and Band 6 pages). Second, the award was consolidated, meaning it permanently raised the scales rather than arriving as a one-off bonus — every future percentage uplift compounds on top of it. Third, because the uplift applied to the whole scale, the cash gaps between bands widened slightly: the distance between Band 5 entry and Band 7 top grew by £781 a year, which is the quiet arithmetic behind why each year's award reshapes the differentials unions argue over.
How the uplift is applied
When the 2027/28 award is announced, this is what happens mechanically:
- The uplift is consolidated. A percentage award (like 2026/27's 3.3%) is applied to every pay step of every band, so the whole scale moves together. It is pensionable and permanent — unlike the one-off non-consolidated payments seen in some earlier settlements.
- NHS Employers publishes the AfC pay circular. This is the authoritative document with the new rates, usually days after the government announcement. Payroll departments work from the circular, not from news reports.
- Trusts apply the new rates. The uplift takes effect from 1 April 2027. If announced on time, April pay arrives at the new rate; if delayed, arrears are backdated to 1 April and paid later.
- Everything derived from basic pay moves too. Unsocial-hours enhancements, overtime rates and on-call payments are percentages of basic pay, so they rise automatically. London weighting (HCAS) minimums and maximums are also uprated in the circular.
Illustratively — and only illustratively — a 2026/27-style 3.3% uplift on these baselines would add about £1,024 a year at Band 5 entry and £4,283 at the top of Band 9. That is arithmetic on the current table, not a forecast of the 2027/28 award.
How hourly rates are calculated
Every hourly figure in the table above uses the standard NHS calculation:
Hourly rate = annual salary ÷ 52.2 ÷ 37.5
The 52.2 converts the year to weeks (365.25 ÷ 7) and 37.5 is the full-time week in England, Wales and Northern Ireland. Scotland moved to a 36-hour week in April 2026, so Scottish hourly rates are calculated on 36 hours — which is why Scottish hourly figures look higher for similar annual salaries. Part-time staff are paid the full-time rate pro rata to contracted hours.
Pay progression vs the annual award
Two different things move your pay, and they are often confused:
- The annual award (the subject of this page) moves the whole scale. It is the same percentage for everyone in the band, decided each spring.
- Pay progression moves you up the steps within your band — entry to intermediate (typically at 2+ years) to top (typically at 5+ years) — subject to appraisal and mandatory training. It continues on its normal timetable regardless of the annual award.
So a Band 5 nurse reaching their 5-year point in March 2027 moves to the top step at the 2026/27 rate, then receives the 2027/28 uplift on top from 1 April — the two increases stack. New starters begin at the bottom of the band (see can you negotiate your NHS starting salary), and promotion to a higher band follows the promotion rules rather than the award.
Scotland, Wales and Northern Ireland
The table above is England. The devolved nations set their own awards and maintain their own scales:
- Wales: matched the 3.3% England award in 2026/27 (paid on time), with a Real Living Wage floor of £13.45 an hour applied at the bottom of the scale. See NHS Wales pay.
- Scotland: a two-year deal — 4.4% in 2025/26, then 3.75% from 1 April 2026 with an inflation guarantee to be checked in early 2027 — plus the 36-hour week. Scotland's scale differs from England's (for example Band 5 £34,494–£42,977). See NHS Scotland pay.
- Northern Ireland: the 3.3% recommendation for 2026/27 was still awaiting implementation at the time of writing. See NHS Northern Ireland pay.
What happens next
The milestones that will turn this page from "what to expect" into the real 2027/28 tables:
- PRB report published (expected January–February 2027).
- Government announcement (expected February–March 2027).
- NHS Employers AfC pay circular with the new rates (days later).
- New rates in pay, backdated to 1 April 2027 if the announcement was delayed.
Two structural stories could change the shape of the scales, not just their level: Agenda for Change structural reform (including the Band 5 nursing role review) and the possibility of a multi-year pay deal. Both are under discussion and neither is confirmed — details are on our 2027 pay rise hub. If you are comparing a job advert's figures with these tables in the meantime, read why an NHS job advert salary might not match the band before worrying.
How to read the new scales when they land
When the 2027/28 award is announced, the authoritative source is the NHS Employers AfC pay circular — a PDF that sets out every pay point in England. A few things to know before you open it:
- Check the year on the circular, not just the website. Old circulars stay online and rank in search results; the pay year is printed at the top of the document. Using last year's circular is the single most common source of "wrong" pay figures.
- Read down to your pay step, not just your band. Each band contains several spine points (for example Band 5 has three in England). The headline "Band 5 pay" figure quoted in news coverage is usually the top step — if you are mid-progression, your rate is lower.
- London weighting sits outside the scales. High Cost Area Supplements are separate allowances on top of the national rates — see our HCAS guide — so add them after reading your basic rate.
- Scotland, Wales and Northern Ireland publish separately. Their circulars may arrive on different dates and carry different rates — do not assume the England table applies to you.
- Hourly rates are derived, not set. The circular gives annual salaries; hourly rates come from dividing by 52.14 weeks and the standard working week (37.5 hours in England, 36 in Scotland) — which is why rounding differences appear between sources quoting hourly pay.
We will replace the baseline tables above with the verified 2027/28 rates as soon as the circular is published — and the freshness line at the top of this page will tell you exactly which circular the figures were checked against.
Frequently asked questions
Have the NHS pay scales for 2027/28 been published?
No. As of 28 September 2026 the 2027/28 pay award has not been announced, so no 2027/28 pay scales exist yet. The current rates are the 2026/27 scales (3.3% uplift from 1 April 2026). This page carries the full 2026/27 tables as the baseline and will be updated when the award lands.
When will the 2027/28 NHS pay scales be published?
Shortly after the government announces the award, expected in spring 2027. NHS Employers publishes the Agenda for Change pay circular with the new rates days after the announcement, effective from 1 April 2027.
How is the annual uplift applied to the pay scales?
A consolidated percentage uplift is applied to every pay step of every band, so the whole scale moves together. Pay progression between steps (entry, intermediate, top) is separate and continues on its normal timetable regardless of the award.
What are the current NHS pay scales?
The current 2026/27 England scales run from £25,272 (Band 2 spot rate) to £129,783 (top of Band 9). Band 5 runs £32,073 to £39,043; Band 6 runs £39,959 to £48,117. Full tables are on this page.
Do the pay scales differ between England, Scotland, Wales and Northern Ireland?
Yes. England and Wales share scales but decide separately; Scotland has its own scale and a 36-hour week since 2026; Northern Ireland sets its own award, which was still awaiting implementation for 2026/27 at the time of writing.
How are NHS hourly rates calculated from the pay scales?
Annual salary divided by 52.2, divided by 37.5 — the standard NHS calculation for a full-time week (36 hours in Scotland since April 2026).
Could the 2027/28 award change the structure of the scales?
Possibly. Structural reform of Agenda for Change is under discussion, including a review of Band 5 nursing roles, and a multi-year deal has been raised as a possibility. Any structural change would be announced alongside the award — nothing has been confirmed.
Sources and independence
Source: NHS Employers 2026/27 pay award.
Source: Health Careers NHS — Agenda for Change pay rates.
Source: NHS Pay Review Body 39th Report 2026 (via the PDA).
NHS Bands Pay is an independent information website. It is not affiliated with, endorsed by, or acting on behalf of the National Health Service, NHS Employers or the Pay Review Body. The 2027/28 figures on this page do not exist yet; all tables shown are the verified 2026/27 baseline.