NHS pay award 2022/24

Full details of the 2022-24 pay processes which determined current NHS terms and conditions

NHS pay in England

Following an industrial action campaign by the CSP and other health unions, a pay offer was agreed by CSP members and implemented for NHS staff.  This included:

  • Two 2022-23 non-consolidated (one-off) payments, made up of a two per cent award for all staff plus an additional backlog recovery bonus, equivalent to four per cent of the pay bill. This means that most staff would receive a one-off payment of around £2,000 in addition to the £1,400 consolidated pay rise already in place for 2022-23
  • A consolidated pay rise of five per cent for all grades of AfC staff for 2023-24 plus an additional payment to support the lowest band to bring them in line with the national Living Wage.
  • The deal also contains series of non-pay measures, including measures to tackle violence and aggression against health staff; better support for career development and progression; and talks about how to improve the determination of NHS pay.

Find out more about NHS pay in England

The deal meant different things to our members depending on their circumstances and pay bands. Check how the pay offer relates to your pay band and situation in the links provided.

NHS pay in Wales

Following an industrial action campaign by the CSP and other health unions, a pay offer was agreed by CSP members and implemented for NHS staff.  This included:

  • A one-off lump sum payment, equivalent to 3 per cent of the NHS pay bill in Wales. This is  additional to the 1.5 per cent non-consolidated lump sum that was paid in March 2023 pay packets. The amount you will receive will be dependent on your band:  Bands 1 to 4 will receive £900;   Bands 5 to 8a, £1,005;  Bands 8b to 8c, £1,050;  Band 8d, £1,100 ; and Band 9, £1,190.
  • A consolidated pay rise of 5 per cent for most Agenda for Change staff for 2023-24, plus an additional payment to lower band staff to bring them significantly above the Real Living Wage rate. This is a consolidated offer, and would be based on 2022-23 salary scales as they stood after the £1,400+ award based on the Pay Review Body's recommendations, and the 1.5 per cent consolidated uplift achieved through previous negotiations.
  • A commitment from the Welsh government to work in social partnership on a number of non-pay elements. These include, but are not limited to commitments to:
    • the principle of pay restoration to 2008 levels
    • discuss the pay award in Wales if consequential funding comes to Wales from the UK Government
    • reinstate unsocial hours allowance after 1 week of sickness absence
    • implement an all-Wales policy on Flexible Working, with the default position of acceptance
    • explore a reduction of the working week for Agenda for Change staff with the aim of moving to a 36 hour working week without loss of earnings
    • ensure employers enable time off for CPD

Find out more about NHS pay in Wales

NHS pay in Scotland

In March 2023, CSP members accepted a pay offer reached through direct negotiations with government.  The offer itself had three elements:

  • A percentage pay increase.  For most staff this will be 6.5% but for those at the top of band 8a and above there is a cap of £3,755 and a minimum payment of £1,548 for the lowest two pay points  
  • An additional one-off payment which is equivalent to three calendar months value of the difference between the 2022/23 pay rate and the new pay rate.  This will be pro rata and will be non-consolidated  
  • Commitments to modernise Agenda for Change to support workforce recruitment, sustainability and retention  

Details of the 2023/24 offer 

HSC pay in Northern Ireland

The CSP remains in pay dispute over the lack of a pay award for 2022-24.

Why were the pay offers different in each UK nation?

The CSP believes that physiotherapy is a UK-wide profession and that NHS pay should be the same, wherever members work within the UK. However, the reality is that devolved governments are free to offer NHS staff higher pay if they choose to do so.

This has led to an increasing divergence across the UK over several years, with notably higher NHS pay in Scotland, despite members there paying more income tax.

The different political dimensions in Scotland with an SNP-led government and in Wales where there is a Labour-led government underlies the divergence, with both governments stating a proactive commitment to working in partnership with trade unions on pay and to supporting public services as a high priority.

This led to both Scottish and Welsh governments opening talks with health unions before any industrial action was taken and working in partnership revised offers. The government in Westminster allowed four months of strikes before even entering talks.

In parallel, The lack of an Executive in Northern Ireland has meant there was no constitutional mechanism to implement a pay award.

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