Agenda for Change Pay Calculator 2026/27

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Select an Agenda for Change band and pay point, then convert the official full-time value to your contracted hours.

Band

Pay point

Hours/week

Result—

2026/27 basis: England Agenda for Change pay points are effective from 1 April 2026. Other UK nations can use different NHS pay scales, so do not reuse England values for Scotland, Wales or Northern Ireland without checking the relevant official table. On Agenda for Change Pay Calculator 2026/27, this rule is tied specifically to Agenda for Change basic pay; the calculation emphasises banded pay points and contracted hours for NHS staff comparing evaluated bands and pay steps, so it should not be read as a generic statement applying identically to every NHS pay page.

How to Use the Agenda for Change Pay Calculator 2026/27

The calculation on this page is centred on Agenda for Change basic pay. The key mechanics are banded pay points and contracted hours, which makes the tool most useful for NHS staff comparing evaluated bands and pay steps. Agenda for Change is a banded framework, so the correct sequence is band → pay point → contracted hours → additions. Reversing that order can make an enhancement look like basic salary.

Start with the official salary or band information first, then change one variable at a time. Keeping hours, pay point and additions separate makes it easier to understand whether a change came from basic pay, part-time pro-rating, a progression event or an enhancement. On Agenda for Change Pay Calculator 2026/27, this rule is tied specifically to Agenda for Change basic pay; the calculation emphasises banded pay points and contracted hours for NHS staff comparing evaluated bands and pay steps, so it should not be read as a generic statement applying identically to every NHS pay page.

2026/27 England NHS Pay Data Used

NHS Employers’ 2026/27 publication shows the England Agenda for Change scales effective from 1 April 2026. Band 5 is £32,073, £34,592 and £39,043; Band 6 is £39,959, £42,170 and £48,117; and Band 7 is £49,387, £51,932 and £56,515. Bands 8a through 9 continue through progressively higher entry, intermediate and top points. On Agenda for Change Pay Calculator 2026/27, this rule is tied specifically to Agenda for Change basic pay; the calculation emphasises banded pay points and contracted hours for NHS staff comparing evaluated bands and pay steps, so it should not be read as a generic statement applying identically to every NHS pay page.

Full-time Agenda for Change basic pay is based on a 37.5-hour standard week. Where this page converts to an hourly or part-time value, it uses that full-time basis before applying the page-specific calculation. That keeps the result tied back to the published annual pay scale. On Agenda for Change Pay Calculator 2026/27, this rule is tied specifically to Agenda for Change basic pay; the calculation emphasises banded pay points and contracted hours for NHS staff comparing evaluated bands and pay steps, so it should not be read as a generic statement applying identically to every NHS pay page.

Pay Progression and Pay Points

Band 5 has entry, intermediate and top points with two years until eligibility for the intermediate point and a further two years until top eligibility. Bands 6 and 7, and Bands 8a to 9, show two years to the intermediate point and a further three years to the top point. Band 4 has an entry and top point with three years until progression eligibility; Bands 2 and 3 use two-year timing. On Agenda for Change Pay Calculator 2026/27, this rule is tied specifically to Agenda for Change basic pay; the calculation emphasises banded pay points and contracted hours for NHS staff comparing evaluated bands and pay steps, so it should not be read as a generic statement applying identically to every NHS pay page.

A national pay award updates the values on the scale, while pay progression moves the employee between points. Agenda for change basic pay can therefore change because the scale itself increased, because the employee progressed, or because both events occurred in the same pay year. The calculator does not assume progression unless the selected point changes. On Agenda for Change Pay Calculator 2026/27, this rule is tied specifically to Agenda for Change basic pay; the calculation emphasises banded pay points and contracted hours for NHS staff comparing evaluated bands and pay steps, so it should not be read as a generic statement applying identically to every NHS pay page.

NHS Pension Context for This Calculation

From 1 April 2026, NHS Pension Scheme member contribution rates are 5.2%, 6.5%, 8.3%, 9.8%, 10.7% and 12.5% across the published actual-annual-pensionable-pay tiers. The boundaries are £13,259, £28,854, £35,155, £52,778 and £67,668 before the highest tier begins. On Agenda for Change Pay Calculator 2026/27, this rule is tied specifically to Agenda for Change basic pay; the calculation emphasises banded pay points and contracted hours for NHS staff comparing evaluated bands and pay steps, so it should not be read as a generic statement applying identically to every NHS pay page.

For Agenda for Change basic pay, the pension effect matters whenever the calculation is intended to approximate take-home pay rather than basic salary alone. A promotion or progression event can cross a pension tier boundary, so the gross salary increase and cash increase can differ even before considering student loans.

HCAS and Additional Pay

England’s 2026/27 HCAS rules are Inner London 20% with a £5,794 minimum and £8,746 maximum; Outer London 15% with a £4,870 minimum and £6,137 maximum; and Fringe 5% with a £1,346 minimum and £2,270 maximum. These additions are kept separate from the core band salary. On Agenda for Change Pay Calculator 2026/27, this rule is tied specifically to Agenda for Change basic pay; the calculation emphasises banded pay points and contracted hours for NHS staff comparing evaluated bands and pay steps, so it should not be read as a generic statement applying identically to every NHS pay page.

This page does not silently add overtime or unsocial-hours pay unless that is the stated purpose of the calculator. Those earnings depend on the actual shift pattern and applicable terms, so dedicated pages ask for the relevant hours and enhancement or multiplier instead of using a one-size-fits-all assumption. On Agenda for Change Pay Calculator 2026/27, this rule is tied specifically to Agenda for Change basic pay; the calculation emphasises banded pay points and contracted hours for NHS staff comparing evaluated bands and pay steps, so it should not be read as a generic statement applying identically to every NHS pay page.

Worked Examples for Agenda for Change Pay Calculator 2026/27

Example 1: Band 3 entry basic is £25,760, equivalent to about £2,146.67 per month and £13.21 per hour on a 37.5-hour full-time basis. Use the page inputs to change point or hours.
Example 2: Band 4 entry basic is £28,392, equivalent to about £2,366.00 per month and £14.56 per hour on a 37.5-hour full-time basis. Use the page inputs to change point or hours.
Example 3: Band 5 entry basic is £32,073, equivalent to about £2,672.75 per month and £16.45 per hour on a 37.5-hour full-time basis. Use the page inputs to change point or hours.
Example 4: Band 6 entry basic is £39,959, equivalent to about £3,329.92 per month and £20.49 per hour on a 37.5-hour full-time basis. Use the page inputs to change point or hours.
Example 5: Band 7 entry basic is £49,387, equivalent to about £4,115.58 per month and £25.33 per hour on a 37.5-hour full-time basis. Use the page inputs to change point or hours.
Example 6: Band 8a entry basic is £57,528, equivalent to about £4,794.00 per month and £29.50 per hour on a 37.5-hour full-time basis. Use the page inputs to change point or hours.
Example 7: Band 8b entry basic is £66,582, equivalent to about £5,548.50 per month and £34.14 per hour on a 37.5-hour full-time basis. Use the page inputs to change point or hours.
Example 8: Band 9 entry basic is £112,782, equivalent to about £9,398.50 per month and £57.84 per hour on a 37.5-hour full-time basis. Use the page inputs to change point or hours.

Common Mistakes to Avoid

Using a 2025/26 salary on a page labelled 2026/27.
Assuming England, Scotland, Wales and Northern Ireland always use the same NHS pay scale.
Confusing a national pay award with movement to the next pay point.
Using a flat HCAS percentage without applying the official minimum and maximum.
Applying one NHS pension percentage to every salary band.
Treating an annual planning estimate as an exact monthly payroll calculation.