The NHS pay rise in July 2025 marks one of the most significant developments in public sector remuneration in recent years. As part of the government’s response to inflation, workforce shortages, and growing public pressure, new NHS salary bands have been introduced.
These updates aim to improve retention, boost morale, and ensure healthcare workers are fairly compensated for their vital roles across the United Kingdom.
Let’s explore what the NHS pay rise means, how salary bands are changing, and who stands to benefit most.
What Is the NHS Pay Rise for July 2025?
The NHS pay rise announced for July 2025 represents a strategic move to support public healthcare professionals amid rising inflation and long-standing workforce shortages.
The UK government, in consultation with the NHS Pay Review Body and major unions, has implemented a salary increase across all Agenda for Change pay bands.
This year’s adjustments are among the most generous in recent years, particularly for lower and mid-level bands. Most NHS staff will see their basic salaries increase by approximately 3.5% to 4.5%, depending on their pay band and role. These changes apply to all full-time and part-time NHS employees working under Agenda for Change contracts.
The Department of Health and Social Care highlighted several objectives behind this decision:
- Mitigating the impact of the cost of living crisis
- Improving staff retention across essential healthcare roles
- Addressing ongoing challenges in recruiting to frontline and specialised posts
How Are NHS Salary Bands Changing in 2025?
The NHS operates a structured pay system based on the Agenda for Change framework. This includes nine pay bands that reflect the complexity, responsibility, and qualifications required for different roles. Each band has multiple pay points, depending on years of service.
For July 2025, the government has issued an across-the-board uplift for all bands. Here is the updated breakdown:
Updated NHS Salary Bands (2025)
| NHS Band | Annual Salary (2024-25) | New Salary (July 2025) |
| Band 2 | £22,383 | £23,500 |
| Band 3 | £23,159 | £24,320 |
| Band 4 | £25,147 | £26,380 |
| Band 5 | £28,407 | £29,890 |
| Band 6 | £35,392 | £37,100 |
| Band 7 | £43,742 | £45,580 |
| Band 8a | £50,952 | £52,800 |
| Band 8b | £58,972 | £61,000 |
| Band 8c | £71,473 | £74,000 |
| Band 8d | £88,884 | £92,000 |
| Band 9 | £105,254 | £109,500 |
These revised figures bring NHS pay more in line with inflation rates and aim to stabilise roles that have historically experienced high turnover.
Who Will Benefit the Most from the NHS July Raise?
The NHS pay rise in July 2025 applies to all staff working under the Agenda for Change pay structure, but its impact will not be felt equally across the workforce.
The most notable financial improvements are concentrated in the lower and mid-tier bands, particularly Bands 2 and 5. These bands include the majority of frontline healthcare professionals who have faced the most acute pressures in recent years.
Key Beneficiaries by Band
Band 2 – Healthcare Assistants and Support Workers
These are entry-level staff members who provide essential support in patient care, often working long hours in physically and emotionally demanding environments. Historically, Band 2 roles have been among the lowest-paid in the NHS despite their critical contributions.
With the new increase, the annual salary for Band 2 rises from £22,383 to £23,500. While modest in percentage terms, this represents a significant improvement for those at the bottom of the pay scale and is likely to offer some relief amid rising living costs.
Band 3 and Band 4 – Senior Support Staff and Administrative Roles
These staff members include senior healthcare support workers, therapy assistants, and administrative personnel responsible for the smooth functioning of NHS services. Their salaries now move from £23,159 to £24,320 (Band 3) and from £25,147 to £26,380 (Band 4), helping to reduce pay disparities and recognise their contribution to service delivery.
Band 5 – Registered Nurses and Allied Health Professionals
Band 5 is one of the largest and most vital workforce segments in the NHS. It includes newly qualified nurses, paramedics, radiographers, and other essential frontline professionals. These roles have seen chronic staffing shortages in recent years, with many professionals citing uncompetitive pay and high stress as key reasons for leaving the sector.
The new pay increase boosts Band 5 salaries from £28,407 to £29,890. While still below the pay levels offered in some international healthcare systems, this improvement is designed to improve retention and make the NHS a more attractive employer for new graduates and internationally trained staff.
Strategic Focus of the Raise
The 2025 NHS pay rise is deliberately structured to deliver the largest proportional benefits to lower-paid staff. This decision reflects both economic necessity and strategic planning:
- Recruitment Urgency: Band 2 and Band 5 roles have been among the hardest to fill, with high vacancy rates reported across multiple NHS trusts.
- Cost-of-Living Considerations: Lower-banded employees are more directly affected by inflation, especially in housing, food, and transport costs.
- Retention of Skilled Workers: Registered nurses and support staff are frequently lured away by higher pay in the private sector or international healthcare systems. Enhancing their pay is critical to stem the outflow.
Gender and Diversity Considerations
Another layer to this analysis involves the demographic makeup of the NHS workforce. A large percentage of Band 2 to Band 5 roles are filled by women, many of whom work part-time due to caring responsibilities.
These groups are more vulnerable to pay stagnation and financial hardship, so a raise in these bands also contributes to reducing gender pay disparities within the NHS.
Moreover, many workers in these bands come from ethnically diverse backgrounds. Providing them with a tangible pay increase supports broader goals around inclusion, equity, and fair recognition for all staff.
Long-Term Implications
By front-loading benefits to the most stretched parts of the workforce, the NHS is aiming for longer-term systemic benefits such as:
- Improved service delivery: A more stable workforce leads to fewer rota gaps and reduced reliance on expensive agency staff.
- Better patient outcomes: Higher morale among frontline staff often correlates with improved patient satisfaction and care quality.
- Workforce development: Better pay for Bands 2–5 may also encourage more people to enter the NHS through apprenticeships and training schemes.
Although senior bands (8a to 9) have also seen a salary uplift, these are relatively smaller in percentage terms.
The aim is to prioritise equity, ensuring those in lower bands experience a real, felt improvement in their monthly income, thus reinforcing the foundational strength of the NHS workforce.
What Is the Government’s Role in the NHS Pay Scale Update?
The government plays a central role in approving and funding pay rises for NHS staff. Each year, the NHS Pay Review Body conducts a comprehensive assessment of salaries, economic conditions, and workforce demands, which forms the basis for recommended increases.
For 2025, the government approved the following steps:
- Allocating additional funding to NHS England from central budgets
- Ensuring each trust receives sufficient funds to implement the new pay rates
- Working with payroll departments to automate salary updates starting from July 2025
Political motivations also influence the decision. With ongoing scrutiny of NHS performance and long waiting lists, the government was under pressure to improve staff conditions without compromising service delivery.
How Does the 2025 NHS Pay Deal Compare to Previous Years?
This year’s salary increase continues a trend of incremental uplifts over recent years. However, compared to 2023 and 2024, the 2025 raise appears more responsive to inflation and cost-of-living data.
Comparison of NHS Pay Increases (2023–2025)
| Year | Average Pay Rise | Notes |
| 2023 | 2.5% | Below inflation, widely criticised |
| 2024 | 3.0% | Moderate increase, limited morale boost |
| 2025 | 3.5–4.5% | More targeted and inflation-adjusted |
While still short of restoring real-term losses from the previous decade, the 2025 deal has been received more positively across NHS unions and professional bodies.
What Do NHS Staff and Unions Think About the Pay Increases?
Reactions from NHS staff have been mixed but largely favourable. Most acknowledge the increase as a necessary and overdue adjustment, particularly in light of recent economic pressures.
Union representatives offered the following responses:
- UNISON welcomed the pay rise for Bands 2 to 5, stating it recognises the value of critical yet underappreciated roles
- RCN called it a “step forward” but argued more needs to be done to address wage erosion over the last decade
- GMB warned that the raise, while welcome, does not yet close the gap with private healthcare sector wages
Informal feedback from NHS staff surveys shows that while pay is only one factor affecting morale, financial recognition has an immediate and visible impact on job satisfaction.
What Does the NHS Pay Rise Mean for Future Recruitment and Retention?
One of the main objectives of the 2025 pay reform is to enhance workforce stability. The NHS continues to face major challenges in staffing, with thousands of vacancies in nursing, mental health, and allied health professions.
The salary increase supports wider workforce strategies including:
- Encouraging newly qualified professionals to join the NHS instead of private practice or overseas roles
- Improving retention among mid-career staff who may otherwise seek alternative employment
- Supporting re-entry programmes for staff who left the NHS during the pandemic or due to burnout
Although pay alone cannot resolve all workforce issues, it forms a foundational component of the NHS Long Term Workforce Plan. Competitive compensation is essential to attracting top talent and retaining skilled professionals in a global healthcare market.
How Can NHS Employees Check Their Updated Salary?
NHS employees can access their revised salary information through several official channels. The implementation of the July 2025 pay rise will be processed by individual NHS trusts, with payroll systems automatically updating salary records by the end of the month.
Staff members should check:
- Electronic payslips through trust HR systems or payroll portals
- Trust bulletins or newsletters outlining pay changes
- Official calculators such as the NHS Pay Journey Tool or salary calculators provided by unions
If discrepancies arise, employees are advised to consult with their HR department or payroll administrator to ensure accurate implementation.
What Should the Public Know About the NHS Pay Reform?
The NHS is publicly funded, so salary changes impact not just employees but taxpayers and public policy overall. The 2025 pay rise reflects a wider social and economic goal: building a resilient, motivated, and well-supported NHS workforce.
Key public takeaways:
- The pay increase is a direct investment in healthcare quality
- Better staff pay leads to improved care and reduced waiting times
- Public support remains crucial for long-term NHS sustainability
Transparency in how the NHS allocates its budget and how staff are compensated is essential in maintaining trust and continued investment in the healthcare system.
Conclusion
The NHS pay rise in July 2025 brings essential changes to salary bands across all levels of the service. It acknowledges the dedication of healthcare workers and aims to resolve ongoing staffing issues that threaten patient care and system sustainability.
While the increases may not resolve every concern, they represent meaningful progress and a step toward a stronger NHS.
FAQs
What is the Agenda for Change pay system in the NHS?
Agenda for Change is the structured pay system used across the NHS for non-medical staff. It includes bands from 1 to 9 and covers most clinical and non-clinical roles.
How often are NHS salary bands reviewed?
Typically, NHS pay bands are reviewed annually by the NHS Pay Review Body, though major updates like in 2025 can result from policy shifts or union negotiations.
Are all NHS staff included in the July 2025 pay rise?
Yes, all staff under Agenda for Change contracts will receive the increase, though the percentage may vary by band.
Will the NHS pay rise affect pensions?
Yes, as pension contributions are based on salary, an increase in income may affect the contribution rate and eventual pension benefits.
What happens if my trust hasn’t updated my salary yet?
Employees should contact their payroll or HR department. Implementation timelines may vary slightly between trusts.
Do bank or agency staff get the NHS pay increase?
Bank staff on Agenda for Change terms may be eligible. Agency staff typically have separate pay structures and are not included.
How does the NHS pay compare to private healthcare in 2025?
NHS salaries remain lower on average than those in private healthcare, especially in senior clinical roles, though the gap has slightly narrowed with recent increases.
