NHS Agenda for Change Pay & Employment Calculator 2026-27

Frequently Asked Questions

• What is the NHS Agenda for Change pay award for 2026-27?

  The 2026-27 Agenda for Change pay award is 3.3%, implemented from 1 April 2026 following the NHS Pay Review Body's 39th Report recommendation published in February 2026. The increase was above the OBR's CPI forecast of 2.2% and applies to all AfC staff across England.

• What are the NHS AfC pay band salary ranges for 2026-27?

  As of April 2026, NHS AfC salaries range from £25,272 (Band 1/2 entry) to £129,783 (Band 9 top). Key midrange bands: Band 5 £32,073–£39,043 (nurses, paramedics), Band 6 £39,959–£48,117 (specialist nurses, therapists), Band 7 £49,387–£56,515 (advanced practitioners, team managers). Band 8a–8d covers £57,528–£108,814 for senior and specialist roles.

• How does London weighting work under Agenda for Change?

  High Cost Area Supplements are added to the basic AfC salary: Inner London 20% of salary (minimum £5,794, maximum £8,746), Outer London 15% (minimum £4,870, maximum £6,137), and Fringe 5% (minimum £1,346, maximum £2,270), all as of April 2026.

• How much annual leave do NHS AfC staff get?

  Under AfC Section 13, annual leave entitlement increases with NHS service: up to 5 years = 27 days; 5–10 years = 29 days; 10+ years = 33 days. All entitlements are in addition to 8 public holidays, giving totals of 35, 37, or 41 days respectively — well above the WTR 1998 statutory minimum of 28 days (including bank holidays).

• How is statutory redundancy pay calculated for NHS staff?

  Statutory redundancy pay follows ERA 1996 s.162: 0.5 weeks' pay per year worked under age 22, 1 week per year aged 22–40, and 1.5 weeks per year aged 41 and over. Weekly pay is capped at £700 (2026) and a maximum of 20 years counts, giving a statutory maximum of £21,000. Many NHS trusts offer enhanced redundancy under AfC Section 16 — check your employment contract.

• What are the NHS 2015 Pension Scheme contribution rates?

  Employee contribution rates are tiered by gross annual pay: up to £13,259 = 5.2%; £13,260–£26,831 = 6.5%; £26,832–£32,691 = 8.3%; £32,692–£49,078 = 9.8%; £49,079–£62,924 = 10.7%; £62,925 and above = 12.5% (tiers effective from April 2023). Employer contributes 23.7%. The NHS 2015 scheme is a CARE defined-benefit arrangement — each year accrues 1/54th of that year's pensionable pay.

• What is the NHS notice period under Agenda for Change?

  Statutory notice is set by ERA 1996 s.86: 1 week per year of service from the employer (maximum 12 weeks), and 1 week from the employee. AfC contractual notice is typically longer: Bands 1–4 usually 4 weeks each side; Bands 5–7 usually 8 weeks; Bands 8a and above usually 12 weeks. Your individual contract of employment is the authoritative source.

• How many NHS staff are covered by Agenda for Change?

  Agenda for Change covers approximately 1.4 million NHS staff in England across nine pay bands. It applies to all non-medical, non-dental NHS employees, including nurses, midwives, allied health professionals, healthcare scientists, administrative and estates staff. Medical and dental staff have separate pay arrangements.

• What is the pro-rata annual leave for part-time NHS AfC staff?

  Part-time AfC staff receive leave pro-rated by their contracted hours relative to the full-time 37.5 hours. For example, a nurse contracted to 30 hours per week (80% FTE) with up to 5 years' service would receive 35 × 0.8 = 28 days total leave (including pro-rata bank holidays). NHS trusts typically express part-time leave entitlements in hours.