Government Confirms NHS Nurses Pay Rise 2026 | Full Breakdown of the 3.3% Increase

The 3.3% increase is more than just a headline figure, it marks a renewed commitment to fair pay and stability across the NHS workforce. For newly qualified and mid-career nurses, this announcement signals real progress in compensation and career development.

Has the NHS Nurses Pay Rise Been Confirmed for 2026?

Yes, the UK Government has officially confirmed a 3.3% pay rise for NHS nurses and other staff under the Agenda for Change pay structure in England and Wales, effective from 1 April 2026. The decision follows recommendations made by the NHS Pay Review Body (NHSPRB), which the government accepted in full.

This uplift applies to approximately 1.5 million NHS workers, including nurses, midwives, healthcare assistants, physiotherapists, and porters. Notably, the increase does not apply to doctors, dentists, or senior NHS managers.

Health Minister Wes Streeting stated:

“We’ve listened to the workforce and acted early. Nurses can count on this government to deliver their pay award on time.”

After years of delays and disputes, many NHS staff will welcome the timeliness of this announcement. The Electronic Staff Record (ESR) confirms the increase will reflect in April 2026 payslips.

Who Is Eligible for the 3.3% Pay Rise?

The newly confirmed 3.3% NHS pay rise for 2026/27 is part of a wider strategy to address workforce challenges and improve conditions across the NHS. It specifically applies to staff on Agenda for Change (AfC) contracts, a pay system covering over 1.5 million healthcare workers across England and Wales.

This includes a wide range of front-line and support roles, ensuring the pay uplift is felt across both clinical and non-clinical teams.

Included Roles:

• Registered nurses and midwives
• Healthcare assistants and nursing support staff
• Allied health professionals, including physiotherapists, occupational therapists, and speech & language therapists
• Ambulance workers, porters, and clerical support teams
• Administrative and estates staff working within AfC contracts

Excluded Roles:

• Doctors, including junior doctors, consultants, and resident doctors
• Dentists employed under separate contracts
• Very senior managers who fall outside Agenda for Change

While the headline figure of 3.3% might appear modest, it is part of a broader pay reform agenda, which includes investments in graduate nurse pay, career progression pathways, and the introduction of a national preceptorship framework.

This makes the 2026/27 pay award a critical foundation for further change, rather than a standalone gesture.

What Will the New NHS Pay Bands Look Like in 2026/27?

The 3.3% uplift will be applied across all NHS pay bands under the Agenda for Change system, affecting both annual salaries and hourly rates. These changes aim to make NHS careers more financially sustainable and competitive, especially at a time of growing demand and staffing shortages.

The revised pay structure is designed to reflect experience, responsibility, and job role complexity across the different bands.

Annual Pay Scales (Standard Rates)

Annual salaries for NHS staff have been updated to reflect both experience and job responsibilities across all bands.

Each pay band includes defined progression points, giving staff the opportunity to advance within their grade over time.

Note: Band 1 is now closed to new entrants.

These pay scales demonstrate a clear structure that supports fair compensation and provides transparency in career progression for NHS staff.

Hourly Pay Rates (Standard Rates)

Hourly pay rates have also been updated in line with the 3.3% uplift, ensuring that part-time staff and those working unsocial hours receive equitable increases. These rates form the basis for calculating overtime, weekend enhancements, and bank holiday pay.

These figures reflect the NHS’s effort to create consistency between annual and hourly pay, ensuring all roles and working patterns are fairly compensated.

High-Cost Area Supplements (HCAS)

For staff working in London and other designated high-cost regions, additional pay known as High-Cost Area Supplements (HCAS) is applied to account for higher living expenses.

These supplements are divided into three zones: Inner London, Outer London, and Fringe. The amount received depends on both the band and location.

HCAS – Inner London (Example: Band 5)

HCAS – Outer London (Example: Band 5)

HCAS – Fringe Zone (Example: Band 5)

These increases apply across England and Wales, and variations for areas such as London are reflected through High-Cost Area Supplements (HCAS).

This updated pay structure is not only about numbers, it’s also about restoring confidence in the NHS as a long-term career choice.

How Will Graduate Nurses Benefit from the New Pay Structure?

While the base 3.3% increase applies to all qualifying staff, graduate nurses, particularly those entering at Band 5, are set to benefit from additional targeted reforms designed to improve early career support, pay progression, and retention.

These reforms respond to long-standing concerns that new nurses often remain underpaid and under-supported in their formative professional years.

Key Initiatives for Graduate Nurses

• National Nursing Preceptorship Programme: A structured, standardised support system will be rolled out nationwide, ensuring that every newly qualified nurse is mentored and supported in their early months.
• Review of Band 5 Roles: Many Band 5 nurses have been performing responsibilities beyond their current grade. A comprehensive review is underway to re-align job roles with appropriate pay.
• Career Progression Investment: Additional funding has been earmarked to support salary uplifts and structured career pathways for those advancing through the ranks.

As Duncan Burton, Chief Nursing Officer for England, highlighted:

“These measures recognise the responsibilities nurses take on early in their careers and will help build confidence, capability and long-term retention.”

For years, newly registered nurses have been frustrated by slow progression and a lack of meaningful recognition. This shift marks a significant cultural change in how the NHS values its early-career professionals.

What Is the Role of NHS Pay Review Body in Deciding the Pay Rise?

The NHS Pay Review Body (NHSPRB) is an independent panel tasked with reviewing pay levels for NHS staff (excluding doctors and dentists) and advising the government based on economic trends, staffing needs, and affordability.

Each year, NHSPRB collects written and oral evidence from:

• NHS Employers
• Government departments (like the Department of Health and Social Care)
• Trade unions and professional bodies

For the 2026/27 period, the NHSPRB recommended a 3.3% consolidated uplift, which the government accepted in full and without delay. This marks a shift from previous years, where decisions were often deferred, leading to pay implementation delays.

Dean Royles, Interim CEO of NHS Employers, praised the change:

“This is the first time in years that staff will see their uplift at the start of the financial year. That’s a huge win for morale.”

The body remains crucial in balancing workforce needs with economic pressures, and its recommendations are widely seen as a fair baseline for negotiation.

Is the 3.3% Pay Rise Enough to Tackle Cost-of-Living Challenges?

Despite its timely approval and broad application, the 3.3% increase has drawn criticism from unions and NHS staff alike due to rising living costs. With RPI at 4.2% and CPI at 3.4%, many argue this pay award does not match inflation.

This means that while staff will see more money in their payslips, the real-term value of their wages may still decline.

UNISON’s Helga Pile expressed this concern:

“NHS staff are being asked to do more while receiving less in real wages. An on-time award is small comfort if it doesn’t keep up with inflation.”

The government counters that inflation is forecast to fall below 2% in the 2026/27 financial year, making this a potential real-term increase depending on future economic performance. However, this remains uncertain and has not eased anxieties across the workforce.

What Are Trade Unions Saying About the 2026 NHS Pay Rise?

The announcement of the pay award has triggered a wave of divided reactions among the UK’s leading health unions. While the on-time delivery of the increase has been widely welcomed, most groups remain concerned about the wider economic context and the long-term implications for workforce sustainability.

RCN, UNISON, and Unite Responses

Nicola Ranger, RCN General Secretary:

“Unless inflation falls, this award is effectively a real-terms pay cut. Nursing staff will not tolerate being at the bottom again.”

Sharon Graham, Unite General Secretary:

“This announcement will do little to solve the low pay crisis. It’s a sticking plaster for a gaping wound.”

Helga Pile, UNISON Head of Health:

“The government can’t expect loyalty without proper investment. Fair pay is not optional.”

These statements underline the deep frustration felt by many NHS workers, who see the pay rise as insufficient to match both inflation and workload increases.

Concerns About Retention and Recruitment

The unions collectively warn that:

• Many NHS workers are leaving the sector for better-paying jobs elsewhere
• Staffing shortages are increasing workload and burnout rates
• A short-term pay rise without systemic reform will not fix the recruitment crisis

Unions are calling for more multi-year pay agreements, pay equity reviews, and support mechanisms to restore confidence in NHS employment.

Are There Plans for Additional NHS Nurse Pay Reforms?

Yes. Alongside the 3.3% uplift, the government has outlined a longer-term strategy for nurse pay reform, supported by a dedicated funding stream separate from the 2026/27 cost-of-living adjustment.

These plans aim to modernise how pay reflects responsibility and career development, particularly for graduate and mid-level nurses.

Planned Pay Reforms (2026-2028)

These reforms are expected to reduce turnover, improve satisfaction, and ensure that clinical duties are fairly compensated.

How Does the NHS Pay Rise for Nurses Compare to Other Roles?

The 3.3% increase applies exclusively to Agenda for Change staff, which does not include doctors or dentists. This exclusion has led to concerns about a two-tier NHS, where different roles receive significantly different treatment.

In 2025, junior doctors received a 5.4% pay rise, while nurses received only 3.6%, sparking discontent across nursing unions.

As the government has not yet announced the 2026/27 pay arrangements for doctors, many unions are watching closely. They fear a repeat of past disparities that have damaged morale and strained team dynamics.

Sharon Graham of Unite remarked:

“We will not allow our members to be second-class NHS workers.”

Equity between roles is increasingly viewed as essential to fostering unity within NHS teams and avoiding future industrial action.

What Can NHS Nurses Expect Next?

Now that the 2026/27 pay award has been confirmed and implementation dates set, NHS nurses can prepare for the following milestones:

Pay & Admin Updates:

• Pay increase effective from 1 April 2026
• Updated salary will appear in end-of-April payslips
• Revised pay bands published online via NHS Employers

Next Steps for Staff:

• Review your current pay band and ensure accuracy
• Speak to HR or payroll if discrepancies arise
• Monitor union updates for news on additional pay structure reforms

The introduction of career support tools like the preceptorship framework will also begin in 2026, offering more stability for early-career nurses.

Conclusion

The confirmation of a 3.3% NHS nurses pay rise for 2026/27 marks a timely and structured step forward for Agenda for Change staff across England and Wales. While the increase offers financial certainty and on-time implementation, debate continues over whether it adequately addresses inflation and long-term workforce pressures.

Beyond the headline figure, wider reforms around graduate pay, career progression, and role evaluation suggest this award is part of a broader strategy to strengthen retention, morale, and the future sustainability of the NHS workforce.

FAQs About NHS Nurses Pay Rise 2026

When will the 2026 pay rise appear in my NHS payslip?

You should see the updated pay reflected in your April 2026 salary, paid at the end of the month.

Are nursing assistants and support staff included in this increase?

Yes, all staff under Agenda for Change contracts, including nursing assistants and porters, are eligible for the 3.3% uplift.

Will this pay rise impact pensions or tax brackets?

The increase may affect your taxable income and pension contributions slightly, depending on your band. NHS Pensions will apply the adjustments automatically.

How is HCAS calculated for NHS nurses in London?

HCAS (High-Cost Area Supplements) are location-based uplifts for areas like Inner London, Outer London, and Fringe zones. Your salary includes this if applicable to your work location.

What should I do if my pay band hasn’t been updated correctly?

Speak directly with your HR or payroll department and refer to the official pay scales published by NHS Employers.

Are there any changes to overtime or unsocial hours pay?

The 3.3% applies to base pay. Overtime and unsocial hours payments are calculated based on your new hourly rate.

How can I verify my pay band and salary under the new structure?

You can cross-check your salary using the 2026/27 NHS pay band tables available on NHS Employers’ website or via your HR portal.

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