The NHS pay rise for 2024/25 marks a crucial development in public sector remuneration, especially during a time of continued pressure on healthcare services.
With rising inflation and workforce challenges, updated pay scales and backdated adjustments aim to improve staff morale and retention.
This guide explores the newly published figures, including detailed salary bands, hourly rates, and HCAS supplements, providing a comprehensive breakdown of what NHS staff across England can expect in the current financial year.
What Is the NHS Pay Rise for 2024/25 and Who Does It Affect?
The NHS pay rise for 2024/25 represents a significant development in the ongoing effort to address pay equity, staff retention, and morale within the UK’s public healthcare system.
This latest update follows extensive negotiations between the UK government, NHS Employers, trade unions, and recommendations from the NHS Pay Review Body.
Overview of the 2024/25 Pay Deal
For the 2024/25 financial year, most NHS staff in England covered by the Agenda for Change terms and conditions will receive a consolidated pay increase averaging 5% across pay bands, though actual rises vary by band and location.
In addition to this general uplift, staff are also eligible for a backdated payment tied to the 2023/24 settlement, which took additional time to process.
This year’s increase applies to a wide range of roles, including:
- Nurses and midwives
- Paramedics
- Healthcare assistants
- Administrative and clerical workers
- Allied health professionals
- Technical and support staff
The pay rise follows growing pressure due to inflation, cost of living concerns, and ongoing workforce shortages that have deeply affected the NHS.
Who Is Included in the 2024/25 NHS Pay Deal?
The 2024/25 pay rise covers:
- All NHS staff under the Agenda for Change pay system, including Band 1 to Band 9 employees.
- Staff working full-time and part-time
- Employees in England, with pay reviews in devolved nations handled separately
- NHS workers in hospitals, community services, ambulance trusts, and GP practices where staff are on NHS contracts
NHS Pay Review Body’s Role
The NHS Pay Review Body (NHSPRB) plays a key role in independently assessing evidence from the government, employers, and trade unions to make fair pay recommendations.
For 2024/25, the NHSPRB’s guidance was central to the government’s decision to award this year’s pay increases and implement structural changes to specific pay bands.
The overall aim of this package is to help stabilise the NHS workforce, reduce attrition, and improve patient care by ensuring staff feel recognised and supported.
How Have NHS Pay Scales Changed for 2024/25?
The NHS pay scales for 2024/25 reflect both a standard annual uplift and specific structural adjustments aimed at narrowing the gap between bands and addressing longstanding pay disparities. These changes directly impact how NHS staff are remunerated, depending on their role, experience level, and location.
Key Changes in Pay Scales Across Bands
As part of the latest update, all pay bands under Agenda for Change have been uplifted. While the average increase is 5.5%, the actual adjustments vary by band and pay point. For example, those at the lower end of Band 2 may see slightly higher percentage increases compared to those at the top of Band 8 or 9, helping to address real-term income disparities.
- Band 2 (Support Workers): Increase reflects cost-of-living pressures, pushing minimum hourly wages above the national minimum wage threshold.
- Band 5 (Nurses, Radiographers): Adjusted to support recruitment and retention, especially in acute sectors.
- Band 7 and above (Senior Clinical & Administrative Roles): Modest increases that account for seniority and existing benefits.
These changes follow a trend towards recognising the contribution of entry-level and frontline staff who bore the brunt of the pandemic and continue to face high workloads.
Differentiation by Experience and Pay Points
Each pay band consists of multiple pay points or steps, reflecting an employee’s experience and length of service. In 2024/25, these incremental steps continue to operate, and the annual increase applies to each pay point.
Example:
- Band 5, entry point (0–1 year experience): From £28,407 (2023/24) → approx. £29,827 (2024/25)
- Band 5, top of scale (3+ years experience): From £34,581 → approx. £36,310
This approach ensures both new recruits and experienced staff benefit proportionally.
NHS Agenda for Change Pay Bands 2024/25 (Sample)
| Band | Experience Level | 2023/24 Salary | 2024/25 Estimated Salary | Increase |
| Band 2 | Entry | £22,383 | £23,502 | ~5% |
| Band 5 | 0–1 Years | £28,407 | £29,827 | ~5% |
| Band 5 | 3+ Years | £34,581 | £36,310 | ~5% |
| Band 7 | Full Experience | £47,672 | £50,055 | ~5% |
| Band 8a | Full Experience | £56,164 | £58,972 | ~5% |
What Are the Updated Annual Pay Scales for NHS Staff in 2024/25?
The updated annual pay scales for NHS staff in 2024/25 reflect the government’s commitment to ensuring fair compensation across all job roles under the Agenda for Change contract. These revised figures take into account experience, seniority, and role-specific responsibilities. They are categorised by bands, each with progression points based on years of service.
Annual Pay for Band 1 to Band 4 Staff
These bands typically cover support staff roles such as healthcare assistants, porters, clerical workers, and therapy assistants. From Band 2 upwards, employees receive set pay increases after a defined period of service.
| Band | Entry Step Point | Years Until Next Step | Top Step Point |
| Band 1* | £23,615 | N/A | £23,615 |
| Band 2 | £23,615 | 2 | £23,615 |
| Band 3 | £24,071 | 2 | £25,674 |
| Band 4 | £26,530 | 3 | £29,114 |
Note: Band 1 roles are being phased out and are now functionally aligned with Band 2 in most cases.
Annual Pay Progression for Band 5 to Band 7 Roles
These bands generally include clinical roles such as nurses, radiographers, paramedics, and more advanced technical staff. Employees progress through three step points over time.
| Band | Entry Point | Years to Next Step | Intermediate Point | Years to Top Step | Top Step Point |
| Band 5 | £29,970 | 2 | £32,324 | 2 | £36,483 |
| Band 6 | £37,338 | 2 | £39,405 | 3 | £44,962 |
| Band 7 | £46,148 | 2 | £48,526 | 3 | £52,809 |
The aim is to support structured development and reward experience with tangible salary progression.
Advanced Pay Scales for Band 8a to Band 9
These senior bands cover management, consultancy-level clinical roles, and executive-level positions. Pay progression is designed to reflect high levels of responsibility and leadership.
| Band | Entry Point | Years to Next Step | Intermediate Point | Years to Top Step | Top Step Point |
| Band 8a | £53,755 | 2 | £56,454 | 3 | £60,504 |
| Band 8b | £62,215 | 2 | £66,246 | 3 | £72,293 |
| Band 8c | £74,290 | 2 | £78,814 | 3 | £85,601 |
| Band 8d | £88,168 | 2 | £93,572 | 3 | £101,677 |
| Band 9 | £105,385 | 2 | £111,740 | 3 | £121,271 |
This structured scale ensures transparency, fairness, and consistency across NHS organisations. Employees can clearly track their expected progression and understand the rewards associated with career development.
What Are the Hourly Rates Under the 2024/25 NHS Pay Structure?
For NHS staff working part-time or on flexible contracts, hourly pay rates are crucial for understanding actual earnings. The 2024/25 NHS hourly rates have been updated in line with the Agenda for Change pay increase and are designed to reflect experience and time in service. These rates apply to both permanent and temporary staff, including bank workers and agency-employed staff who are paid by the hour.
Hourly Pay Rates for Bands 1 to 4
These bands typically represent healthcare support roles such as ward assistants, administrative clerks, and other essential service workers. Band 1, although retained on paper, has largely merged into Band 2.
| Band | Entry Rate | Years to Progress | Top Rate |
| Band 1* | £12.08 | N/A | £12.08 |
| Band 2 | £12.08 | 2 | £12.08 |
| Band 3 | £12.31 | 2 | £13.13 |
| Band 4 | £13.57 | 3 | £14.89 |
Hourly rates in these bands align with the government’s push to keep all NHS wages above the UK’s National Living Wage and to reflect fair minimum compensation for entry-level roles.
Hourly Pay Rates for Bands 5 to 7
These bands cover mid-level clinical and professional staff such as nurses, operating department practitioners, and specialist technicians. Staff progress through step points with experience and service time.
| Band | Entry Rate | Years to Next Step | Intermediate Rate | Years to Top Step | Top Rate |
| Band 5 | £15.33 | 2 | £16.53 | 2 | £18.66 |
| Band 6 | £19.10 | 2 | £20.15 | 3 | £22.99 |
| Band 7 | £23.60 | 2 | £24.82 | 3 | £27.01 |
These pay levels are structured to reward growing responsibilities, complex clinical skills, and shift leadership.
Hourly Pay Rates for Bands 8a to 9
Senior roles with strategic or leadership responsibilities fall under these bands. They include consultants, clinical directors, and operational leaders in large trusts. Their pay is calculated to reflect decision-making authority and broader workforce responsibility.
| Band | Entry Rate | Years to Next Step | Intermediate Rate | Years to Top Step | Top Rate |
| Band 8a | £27.49 | 2 | £28.87 | 3 | £30.94 |
| Band 8b | £31.82 | 2 | £33.88 | 3 | £36.97 |
| Band 8c | £37.99 | 2 | £40.31 | 3 | £43.78 |
| Band 8d | £45.09 | 2 | £47.85 | 3 | £52.00 |
| Band 9 | £53.90 | 2 | £57.15 | 3 | £62.02 |
These hourly rates not only reflect high-level duties but also include performance expectations, service management, and oversight of clinical governance.
What Are the Inner London HCAS Rates for 2024/25?
The Inner London High Cost Area Supplement (HCAS) is an additional payment provided to NHS employees working in areas with a significantly higher cost of living. For 2024/25, this supplement continues to be integrated into base pay, resulting in increased annual salaries and hourly rates for NHS staff working in designated Inner London zones.
What Is HCAS and Why Does It Matter?
HCAS is applied to help NHS employers attract and retain staff in high-cost locations. It is calculated as either a fixed amount or a percentage of base salary and is reflected in both annual and hourly pay. In Inner London, where living expenses are notably higher, the HCAS rate is the most substantial.
This supplement impacts all staff from Band 1 to Band 9, increasing their gross earnings beyond standard national rates.
Inner London Pay Scales (Annual and Hourly Rates Inclusive of HCAS)
| Band | Pay Step | Annual Value | Hourly Rate |
| Band 1* | Entry | £29,029 | £14.85 |
| Band 2 | Entry | £29,029 | £14.85 |
| Band 2 | Top | £29,029 | £14.85 |
| Band 3 | Entry | £29,485 | £15.08 |
| Band 3 | Top | £31,088 | £15.90 |
| Band 4 | Entry | £31,944 | £16.34 |
| Band 4 | Top | £34,937 | £17.87 |
| Band 5 | Entry | £35,964 | £18.39 |
| Band 5 | Mid | £38,789 | £19.84 |
| Band 5 | Top | £43,780 | £22.39 |
| Band 6 | Entry | £44,806 | £22.91 |
| Band 6 | Mid | £47,286 | £24.18 |
| Band 6 | Top | £53,134 | £27.17 |
| Band 7 | Entry | £54,320 | £27.78 |
| Band 7 | Mid | £56,698 | £29.00 |
| Band 7 | Top | £60,981 | £31.19 |
| Band 8a | Entry | £61,927 | £31.67 |
| Band 8a | Mid | £64,626 | £33.05 |
| Band 8a | Top | £68,676 | £35.12 |
| Band 8b | Entry | £70,387 | £36.00 |
| Band 8b | Mid | £74,418 | £38.06 |
| Band 8b | Top | £80,465 | £41.15 |
| Band 8c | Entry | £82,462 | £42.17 |
| Band 8c | Mid | £86,986 | £44.49 |
| Band 8c | Top | £93,773 | £47.96 |
| Band 8d | Entry | £96,340 | £49.27 |
| Band 8d | Mid | £101,744 | £52.03 |
| Band 8d | Top | £109,849 | £56.18 |
| Band 9 | Entry | £113,557 | £58.07 |
| Band 9 | Mid | £119,912 | £61.32 |
| Band 9 | Top | £129,443 | £66.20 |
Key Implications of the Inner London HCAS Rates
- Higher Earnings: NHS staff in Inner London receive significantly more than their counterparts elsewhere in the UK, making posts in these areas more competitive.
- Cost of Living Compensation: These rates help balance living and commuting expenses, particularly with high housing and transport costs in London.
- Attraction and Retention: Higher rates are designed to retain vital healthcare workers in the capital, where turnover can be a challenge.
How Do Outer London HCAS Rates Differ in 2024/25?
The Outer London High Cost Area Supplement (HCAS) serves as an additional pay adjustment for NHS staff working in areas just outside Central London, where living costs are still elevated but not as high as in Inner London.
These Outer London HCAS rates ensure equitable compensation while helping to attract and retain essential healthcare workers in high-demand, high-cost locations.
How Are Outer London HCAS Rates Calculated?
Outer London HCAS rates are built into the standard pay structure and reflected as an enhanced annual salary and hourly rate. While lower than Inner London HCAS, the supplement still offers a considerable boost over national pay scales.
The additional income accounts for housing, transport, and general living expenses in Greater London boroughs located outside the inner core.
Outer London Pay Scales (Annual and Hourly Rates Inclusive of HCAS)
| Band | Pay Step | Annual Value | Hourly Rate |
| Band 1* | Entry | £28,166 | £14.40 |
| Band 2 | Entry | £28,166 | £14.40 |
| Band 2 | Top | £28,166 | £14.40 |
| Band 3 | Entry | £28,622 | £14.64 |
| Band 3 | Top | £30,225 | £15.46 |
| Band 4 | Entry | £31,081 | £15.90 |
| Band 4 | Top | £33,665 | £17.22 |
| Band 5 | Entry | £34,521 | £17.65 |
| Band 5 | Mid | £37,173 | £19.01 |
| Band 5 | Top | £41,956 | £21.46 |
| Band 6 | Entry | £42,939 | £21.96 |
| Band 6 | Mid | £45,140 | £23.09 |
| Band 6 | Top | £50,697 | £25.93 |
| Band 7 | Entry | £51,883 | £26.53 |
| Band 7 | Mid | £54,261 | £27.75 |
| Band 7 | Top | £58,544 | £29.94 |
| Band 8a | Entry | £59,490 | £30.42 |
| Band 8a | Mid | £62,189 | £31.80 |
| Band 8a | Top | £66,239 | £33.88 |
| Band 8b | Entry | £67,950 | £34.75 |
| Band 8b | Mid | £71,981 | £36.81 |
| Band 8b | Top | £78,028 | £39.90 |
| Band 8c | Entry | £80,025 | £40.93 |
| Band 8c | Mid | £84,549 | £43.24 |
| Band 8c | Top | £91,336 | £46.71 |
| Band 8d | Entry | £93,903 | £48.02 |
| Band 8d | Mid | £99,307 | £50.79 |
| Band 8d | Top | £107,412 | £54.93 |
| Band 9 | Entry | £111,120 | £56.83 |
| Band 9 | Mid | £117,475 | £60.08 |
| Band 9 | Top | £127,006 | £64.95 |
Why Is the Outer London Supplement Important?
- Bridges the Gap: The rates bridge the cost-of-living difference between outer and inner London boroughs.
- Supports Recruitment: The pay uplift enhances the appeal of roles in Greater London NHS Trusts.
- Fair Pay for Staff: By offering a regionally adjusted salary, NHS staff are less likely to face financial disadvantages compared to their urban counterparts.
These updated HCAS rates ensure that staff are fairly compensated based on where they work, helping create a more balanced and motivated workforce throughout the NHS.
What Fringe HCAS Rates Apply in 2024/25?
The Fringe High Cost Area Supplement (HCAS) is the lowest of the three HCAS adjustments offered to NHS staff and applies to employees working in areas surrounding Outer London. These regions still face above-average living costs, and the supplement ensures equitable pay across all NHS trusts affected by cost-of-living variations.
For 2024/25, the fringe HCAS rates reflect modest but meaningful enhancements to both annual salary and hourly pay, aiming to attract and retain staff where housing and commuting costs remain high, though not at Inner or Outer London levels.
Fringe HCAS Pay Rates (Annual and Hourly Inclusive)
| Band | Pay Step | Annual Value | Hourly Rate |
| Band 1* | Entry | £24,873 | £12.72 |
| Band 2 | Entry | £24,873 | £12.72 |
| Band 2 | Top | £24,873 | £12.72 |
| Band 3 | Entry | £25,329 | £12.95 |
| Band 3 | Top | £26,958 | £13.79 |
| Band 4 | Entry | £27,857 | £14.25 |
| Band 4 | Top | £30,570 | £15.63 |
| Band 5 | Entry | £31,469 | £16.09 |
| Band 5 | Mid | £33,941 | £17.36 |
| Band 5 | Top | £38,308 | £19.59 |
| Band 6 | Entry | £39,205 | £20.05 |
| Band 6 | Mid | £41,376 | £21.16 |
| Band 6 | Top | £47,084 | £24.08 |
| Band 7 | Entry | £48,270 | £24.69 |
| Band 7 | Mid | £50,648 | £25.90 |
| Band 7 | Top | £54,931 | £28.09 |
| Band 8a | Entry | £55,877 | £28.58 |
| Band 8a | Mid | £58,576 | £29.96 |
| Band 8a | Top | £62,626 | £32.03 |
| Band 8b | Entry | £64,337 | £32.90 |
| Band 8b | Mid | £68,368 | £34.96 |
| Band 8b | Top | £74,415 | £38.06 |
| Band 8c | Entry | £76,412 | £39.08 |
| Band 8c | Mid | £80,936 | £41.39 |
| Band 8c | Top | £87,723 | £44.86 |
| Band 8d | Entry | £90,290 | £46.18 |
| Band 8d | Mid | £95,694 | £48.94 |
| Band 8d | Top | £103,799 | £53.08 |
| Band 9 | Entry | £107,507 | £54.98 |
| Band 9 | Mid | £113,862 | £58.23 |
| Band 9 | Top | £123,393 | £63.11 |
Why Are Fringe HCAS Rates Important?
- Regional Balance: These adjustments ensure that staff in commuter belts and bordering counties are not disadvantaged compared to colleagues in urban NHS trusts.
- Recruitment Tool: Supplemented pay helps address staffing challenges in rural or semi-urban trusts competing with London roles.
- Living Cost Recognition: While not as high as London’s, living costs in fringe areas remain elevated. The supplement helps bridge the gap for essential NHS roles.
This structured supplement model allows the NHS to better balance its workforce across geographical areas while maintaining pay fairness in a complex cost-of-living landscape.
Is Backdated Pay Included in the 2024/25 NHS Pay Agreement?
Yes, backdated pay is included as part of the 2024/25 NHS pay agreement for eligible staff. This applies primarily to those who were employed during the transitional period following the 2023/24 settlement and leading into the current pay year.
Due to the delayed finalisation of the pay deal, many NHS staff will receive a lump-sum back payment to cover the difference owed from April 2024 onwards.
Backpay calculations are based on the updated salary scales, including HCAS where applicable, and will reflect the number of hours or service days worked. Staff on fixed-term, part-time, or full-time contracts are all eligible, provided they were active during the qualifying period.
Payment schedules are determined by individual NHS trusts, but most aim to issue the backpay by mid-year payroll cycles, ensuring staff do not face further delays. This move supports financial fairness and maintains staff trust.
Conclusion
The 2024/25 NHS pay rise reflects a structured effort to reward and retain healthcare professionals through fair and regionally adjusted compensation. By addressing disparities in base pay and regional cost of living, the revised salary framework supports both operational stability and staff wellbeing.
With backdated payments included and clearer progression paths defined, the changes offer greater transparency and reassurance for NHS employees. As the healthcare landscape evolves, continued investment in pay remains essential for workforce sustainability.
FAQs
Who is eligible for the NHS pay rise in 2024/25?
All NHS staff under Agenda for Change in England are eligible, including full-time, part-time, and bank workers.
Will NHS staff receive backdated pay for 2024/25?
Yes, eligible staff will receive backpay from April 2024, depending on their contract status and payroll processing.
Are the new NHS pay scales the same across the UK?
No, pay scales differ in devolved nations; this guide specifically covers England’s updated pay structure.
What is HCAS and who qualifies for it?
HCAS (High Cost Area Supplement) is an additional payment for NHS staff working in London and surrounding areas.
How often do NHS pay bands progress?
Most pay bands have progression points every 2–3 years, based on length of service and performance.
Do hourly rates include enhancements for overtime or weekends?
No, standard hourly rates exclude enhancements; separate rates apply for unsocial hours, weekends, and overtime.
Where can NHS employees find their specific pay band?
Employees can check with their HR department or view official pay band information on the NHS Employers website.
1. NHS Pay Rise 2024/25 | Latest Update on Salary Increases and Backpay
Prompt:
Create a wide-aspect digital illustration of NHS healthcare workers in uniforms reviewing salary documents or financial reports in a professional setting. Include abstract elements like bar charts or line graphs in the background to represent salary increases. Use NHS colour themes (blue, white, grey). No text or logos.
2. What Is the NHS Pay Rise for 2024/25 and Who Does It Affect?
Prompt:
Generate a wide-aspect image showing a diverse group of NHS staff, including nurses, doctors, paramedics, and support staff, standing together in a hospital or clinic environment. The setting should feel inclusive and optimistic, symbolising unity and the wide impact of the pay rise. No text or logos.
3. What Are the Updated Annual Pay Scales for NHS Staff in 2024/25?
Prompt:
Create a wide-aspect illustration of a UK payslip or financial growth concept, with NHS staff reviewing documents or digital pay charts. Show step-like visuals or progress indicators to symbolise salary progression. Keep the tone professional, with muted NHS colours. No text or branding.
4. What Are the Inner London HCAS Rates for 2024/25?
Prompt:
Generate a wide-aspect image of NHS workers in uniform with the London skyline (including landmarks like The Shard or London Eye) in the background. The setting should reflect urban life and high living costs. Focus on professionalism, and do not include text or logos.
5. Is Backdated Pay Included in the 2024/25 NHS Pay Agreement?
Prompt:
Create a wide-aspect digital illustration showing NHS staff in an office or HR setting viewing a payslip or financial notification on a screen or tablet. Include subtle cues like calendar icons or paperwork to suggest a backdated payment process. Professional tone, no text or logos.
