Scotland NHS Workers 2025/2026 pay rise announcement

NHS Pay Deal Agreement for Scotland

Agreement Reached for a Two-Year Pay Rise

Nurses, midwives, paramedics, and other healthcare staff across Scotland have voted to accept an 8% pay increase over the next two years. This agreement, which affects nearly 170,000 NHS Agenda for Change employees, ensures that Scottish healthcare professionals will continue to be the highest-paid in the UK.

The deal includes a commitment to keep pay increases one percentage point above inflation for the duration of the agreement, making it a significant step towards improving staff remuneration.

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Details of the Pay Increase

The two-year pay deal includes:

• 4.25% increase for the year 2025-26
• 3.75% increase for the year 2026-27

The total cost of the agreement is estimated at over £700 million, and the pay rise will be backdated to 1 April 2025.

This ensures that healthcare workers will see the benefit of the increase in their pay packets as early as next month. Importantly, the pay rise is also linked to inflation, with the deal guaranteeing that pay increases will always exceed the Consumer Price Index (CPI) by at least one percentage point.

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Health Secretary’s Statement

Neil Gray, Scotland’s Health Secretary, welcomed the deal, praising both the healthcare staff and the unions for their role in securing this outcome. He stated:

“I am very pleased that union members have accepted this pay deal. Delivering a stronger NHS is a key commitment, and at the heart of that are our hardworking healthcare staff. This fair and affordable agreement will help ensure they feel valued and rewarded.”

Gray emphasized that the deal will also ensure that NHS staff in Scotland will continue to have the best reward package in the UK. The payment increases will be above inflation, offering staff a tangible benefit in times of economic uncertainty.

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Union Support for the Deal

Strong Support from RCN and Unison

The agreement has been widely supported by Scotland’s healthcare unions. The Royal College of Nursing (RCN) Scotland, which represents nurses, reported that around 60% of its members voted in favor of the deal, despite some ongoing concerns among a significant minority.

Julie Lamberth, Chair of RCN Scotland, acknowledged the frustration voiced by members but reiterated the union’s commitment to continuing its work for fairer pay and reforms to address workforce issues.

Unison Scotland, which also represents healthcare workers, reported an 86% approval rate among its members. However, Unison’s head of health, Matt McLaughlin, cautioned that the focus must now shift to addressing critical staff shortages and improving patient care.

He pointed out that NHS Scotland continues to struggle with the worst waiting lists since devolution, and that addressing these shortages is essential for turning the health service’s fortunes around.

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Unite’s Support

Healthcare workers represented by Unite also voted overwhelmingly in favor of the pay deal, adding to the consensus that the offer is a positive step for NHS staff in Scotland.

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Continuing Challenges

Ongoing Staffing Issues and Patient Safety Concerns

Despite the pay increase, unions have raised concerns about ongoing staffing shortages, particularly the link between low pay, understaffing, and patient safety.

RCN Scotland’s Julie Lamberth noted that the unresolved issues regarding staff numbers remain a key challenge, which the union will continue to press the Scottish Government to address.

Additionally, the increasing strain on NHS services in Scotland due to high waiting lists and growing demand for care underscores the need for broader reforms.

Unions are calling for continued action to improve working conditions, ensure safer staffing levels, and deliver sustainable solutions for the NHS.

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Conclusion

The agreement of an 8% pay increase for NHS workers in Scotland represents a major victory for healthcare staff and unions alike, ensuring that Scotland’s NHS workers remain the best-paid in the UK.

However, while the deal provides financial relief, the challenges of staffing shortages, patient safety, and NHS performance remain significant concerns for both unions and the Scottish Government.

As pay negotiations continue across the rest of the UK, the outcome of these discussions will play a pivotal role in shaping the future of healthcare across the nations.

NHS Wales Agenda of Change 2025/2026 pay bands

To calculate your NHS take home pay, please use our tool here.

Band 2

• Healthcare assistants
• Receptionists
• Phlebotomists
• Administrative staff
• Domestic staff
• Catering staff

Years	England	NI	Scotland	Wales
0-2	24,465	23,615	25,694	24,833
2+	24,465	23,615	27,900	24,833

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Band 3

• Clinical support workers
• Therapy assistants
• Pharmacy assistants
• Administrative workers
• Clerical staff

Years	England	NI	Scotland	Wales
0-2	24,937	24,071	28,011	25,313
2+	26,598	25,674	30,230	26,998

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Band 4

• Nursing associates
• Associate practitioners
• Pharmacy technicians
• Bed managers
• Senior clerical staff

Years	England	NI	Scotland	Wales
0-3	27,485	26,530	30,353	27,897
3+	30,162	29,114	33,016	30,615

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Band 5

• Nurses
• Newly qualified midwives
• Paramedics
• Physiotherapists
• Occupational therapists
• Speech therapists

Years	England	NI	Scotland	Wales
0-2	31,049	29,970	33,247	31,515
2-4	33,487	32,324	35,525	33,990
4+	37,796	36,483	41,424	38,362

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Band 6

• Junior sisters
• Charge nurses
• Midwives
• Paramedics
• Newly-qualified pharmacists
• Biomedical scientists

Years	England	NI	Scotland	Wales
0-2	38,682	37,338	41,608	39,262
2-5	40,823	39,405	43,441	41,436
5+	46,580	44,962	50,702	47,279

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Band 7

• Ward sisters
• Charge nurses
• Senior physiotherapists
• Occupational therapists
• Pharmacists
• Senior midwives

Years	England	NI	Scotland	Wales
0-2	47,810	46,148	50,861	48,526
2-5	50,273	48,526	52,804	51,027
5+	54,710	52,809	59,159	55,531

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Band 8a

• Matrons
• Advanced clinical practitioners
• Service managers
• Speciality leads

Years	England	NI	Scotland	Wales
0-2	55,690	53,755	62,681	56,514
2-5	58,487	56,454	62,681	59,358
5+	62,682	60,504	67,665	63,623

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Band 8b

• Psychologists
• Lead pharmacists
• Lead clinicians

Years	England	NI	Scotland	Wales
0-2	64,455	62,215	74,003	65,422
2-5	68,631	66,246	74,003	69,662
5+	74,896	72,293	79,164	76,020

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Band 8c

• Heads of clinical service
• Senior HR managers
• Tactical response leads
• Service owners

Years	England	NI	Scotland	Wales
0-2	76,965	74,290	87,400	78,119
2-5	81,652	78,814	87,400	82,876
5+	88,682	85,601	93,685	90,013

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Band 8d

• Deputy directors of clinical services
• Deputy chief nurse
• Consultant clinical scientists
• Departmental heads

Years	England	NI	Scotland	Wales
0-2	91,342	88,168	103,764	92,712
2-5	96,941	93,572	103,764	98,394
5+	105,337	101,677	108,206	106,917

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Band 9

• Nurse consultants
• Director of clinical services
• Chief nursing officers

Years	England	NI	Scotland	Wales
0-2	109,179	105,385	122,736	110,817
2-5	115,763	111,740	122,736	117,499
5+	125,637	127,521	128,051	121,271

NHS Pension

Every NHS Pension Scheme participant contributes a percentage of their pensionable pay to the scheme monthly, known as the contribution rate.

Your contribution is determined by your actual annual rate of pay. If you work part-time, your contribution rate may be lower, as it is calculated based on your annual earnings.

England, Northern Ireland and Wales

Salary Range	Contribution Rate
Up to 13,259	5.2%
13,260 to 27,288	6.5%
27,289 to 33,247	8.3%
33,248 to 49,913	9.8%
49,914 to 63,994	10.7%
63,995 and above	12.5%