Frequently asked questions: Northern Ireland HSC Pay offer 2024/2025

The Department of Health has made a pay offer for HSC staff on Agenda for Change terms and conditions for 2024/25. This is set out below:

• A consolidated 5.5% increase for all Agenda for Change staff employed in the HSC for 2024/25 
• Due to current financial constraints the Department will proceed to implement this uplift in two payments, the first with effect from 1 June 2024  
• The second payment will be the remainder, backdated to 1 April 2024.   
• The Minister has committed that, should funding become available within the remainder of the 2024/25 financial year, the effective date of the pay award will be amended to 1 April 2024.
• If sufficient further funding does not become available during 2024/25 to meet the full year effect, the Minister has committed that any shortfall will be addressed at an early stage of the
  2025/26 financial year. This will not impact on any decisions in regard to pay awards for 2025/26.
• The recommendation of the NHS Pay Review Body to include an intermediate step point in Bands 8a – 8d. 

The Department of Health has indicated that this pay offer will be implemented in two instalments.  The first will be backdated to 1 June 2024, which is 10 months back pay, and it is the intention that this will be paid by March 2025.  The second instalment, the remaining two months, will be paid as early as possible, with arrangements to be finalised no later than April 2025.

This offer relates to all staff employed by a Health and Social Care (HSC) employer on Agenda for Change terms and conditions. Please note that if the majority of trade unions agree the offer (regardless of the RCN result) this pay offer will be implemented.

The NHS Pay Review Body recommended:

• A consolidated 5.5% increase with effect from 1 April 2024 for all Agenda for Change staff in the NHS.
• Intermediate pay points to be added for Bands 8 and above.
• For the UK government to issue the NHS Staff Council with a funded mandate to begin to resolve outstanding concerns within the AfC pay structure and for the Northern Ireland Executive and the Welsh Government to support the issuance of this mandate and to work with the Staff Council, their social partners and with the UK government.

See the full report published by the UK government on 29 July 2024. 

This pay offer meets the recommendations of the NHS Pay Review Body that all staff will receive a 5.5% uplift for the 2024-2025 pay year.  Using two instalments will mean the entire uplift will not reach members within the 2024-2025 financial year but the second instalment will be included in the 2024-2025 pay award and will not detract from the 2025-2026 pay award.

This offer applies to bank staff employed by a Health and Social Care (HSC) employer on Agenda for Change terms and conditions.

For those who have joined or left employment during the period the 1 April 2024 - 31 March 2025, the award will be made on a pro-rata basis, in terms of eligible length of service and will reference each month in employment, or part thereof.

Yes, all staff employed by a Health and Social Care (HSC) employer on Agenda for Change terms and conditions will receive the pay award. This means that if you are on full pay or half pay during your maternity leave, the amount you receive will increase proportionally in line with the pay award. However, this has no effect on Statutory Maternity Pay (SMP). If you are in a period of maternity leave in which you are only eligible to receive SMP, these payments will not increase.

Your pay is determined by your employer and not by the Department of Health. The recommendations of the NHS Pay Review Body relate to staff employed by organisations as identified in Annex 1 of the NHS Terms and Conditions Handbook.  However, as the NHS is the largest health care employer in the UK, many independent health and social care employers use NHS pay as a benchmark in setting pay. Increases in NHS pay often lead to increases in pay in other parts of the health and care sector.

The UK government must invest in nursing, not just within the HSC Trusts but all services and settings where nursing care is delivered. The RCN has always called for pay parity between the HSC Trusts and every other health and social care setting. We continue to support members employed in independent health and social care settings to seek appropriate recognition in their pay and working conditions in respect of the complex, expert care they deliver.

To ensure you receive information and updates that matter to you, it’s important we know where you work. Visit MyRCN to make sure your details are correct.

The Health Minister accepted the NHS Pay Review Body’s recommendation to add an intermediate pay point at each of bands 8a, 8b, 8c, 8d, and 9, to which staff should progress after two years at the respective band. It is expected that this will be backdated to 1 April 2024.

No. Only RCN members who are currently employed by a Health and Social Care (HSC) employer on Agenda for Change terms and conditions are eligible to vote on the 2024-25 pay offer. Make sure your details are up to date on your RCN record to make sure your vote is counted.

This pay offer does not apply to members working within general practice.

The majority of nursing staff working in general practice are employed by the practice and therefore their pay is within the remit of the General Practice contract and sits outside Agenda for Change terms and conditions.  Each year the Doctors’ and Dentists’ Remuneration Body (DDRB) recommend an annual pay uplift for general practice. This is then distributed to each practice to cover staffing costs.  Any recommended uplift should be passed to general practice nurses. The detail of the offer for 2024-2025 is currently not available, but members working for a general practice should make enquiries with their employer.

Whilst RCN members employed by a GP federation, are not employed directly on an Agenda for Change contract, they should receive the 5.5% pay uplift as their terms and conditions mirror Agenda for Change terms and conditions.

Any member working for a GP practice or GP Federation who does not receive a pay offer for 2024-2025 should raise this issue with their employer in the first instance, if they continue to experience difficulties, they should contact RCNDirect. 

We believe that general practice nursing staff should have, as a minimum, equal terms and conditions to colleagues employed across the health and social care trusts.  We are working with you to call for the pay increases and transparency you need from your employer.

You are the RCN and if you want to be a part of nursing activism and lead on the issues that matter most to you, you can find out more about activism and organising, our forums and networks and how to become an RCN rep. https://www.rcn.org.uk/Get-Involved/Activism-academy 

If you want to know more about our campaigning activity, become a campaign supporter.

RCN student members who are directly employed by a Health and Social Care (HSC) employer on Agenda for Change terms and conditions, are eligible to take part in this consultation.

Yes, you can vote in the consultation, provided you are employed on Agenda for Change terms and conditions with an organisation as identified in Annex 1 of the national NHS Terms and Conditions Handbook.

Have your say in just a few steps on our website. You’ll be able to review the offer and choose to ‘accept’ or ‘reject’ it.

The Department of Health has announced a 5.5% pay offer for staff employed on Agenda for Change terms and conditions. As your union we campaign for Fair Pay for Nursing and consider it important that RCN members have the chance to vote on any pay offer. 

Please check we have the correct details for you, so you can have your say. Visit MyRCN to make sure your details are correct.

RCN members currently employed on Agenda for Change terms and conditions, with an organisation as identified in Annex 1 of the national NHS Terms and Conditions Handbook can vote in this consultation.

Make sure your details are up to date on your MyRCN record to make sure your vote is counted.

We want every eligible RCN member to vote in the consultation. Each eligible member has one vote. Your vote is secured with your member details, and can only be cast when logged in. If you attempt to vote multiple times, only your last vote will be counted. 

You can cast your vote here, on the RCN website.

For your vote to be eligible, your MyRCN details must show that you are employed by a Health and Social Care employer on Agenda for Change terms and conditions. You can update your details on MyRCN or call RCND on 0345 772 6100 to make sure that your details are correct. 

If you vote more than once during the consultation, only your final vote will be counted. Your vote is secured with your member details, and can only be cast when logged in. Every eligible member will have one vote in the final count.

Please log in to MyRCN to cast your vote. During periods of high traffic, it can be more difficult to log into the website. If you have issues accessing our website, please wait a few minutes and try again. If you’re still having trouble, email membership@rcn.org.uk or call RCN Direct on 0345 772 6100. Please include your membership number in your email and have it ready to read out if you call.

You can find out more about RCN membership and how to get in touch on our membership FAQs.

If the majority of eligible members who vote in the consultation indicate the pay offer is acceptable, this will be reported to the Department of Health.

Even if members accept the offer, the RCN will continue to progress other aspects relating to NHS pay, terms and conditions, including individual and group job evaluation cases, and the national nursing and midwifery profile review.

If the majority of eligible members who vote in the consultation reject the offer, your elected RCN Trade Union Committee and Council members will consider next steps.  

You are only voting on the pay offer in this ballot. This is not a ballot for industrial action. RCN members in Northern Ireland have already provided a mandate for industrial action in the statutory ballot conducted between the 6 October 2022 and the 2 November 2022. If the majority of members vote to reject this offer the RCN will remain in dispute, but this does not mean that we will move to take industrial action.

Today, RCN members working in Northern Ireland remain in dispute with the government regarding the 2022-23 and 2023-24 pay offer and award. If members reject the 2024-25 offer that dispute will remain.

The effect on an individual’s benefit depends on individual circumstances and the type of benefit they receive. Members who are on means-tested benefits, such as universal credit, should consider the implications of the Department of Health pay offer before voting to reject or accept it in the RCN’s consultative ballot.

To find more detail on your benefit situation, go to the Citizens Advice website,

Additional benefits information can be found on Citizen's advice benefits guide.

Advice on benefits can also be obtained from Advice NI  

Freephone 0800 915 4604, Email: advice@adviceni.net

The offer is a gross figure, and you need to take deductions into account when considering the pay offer.  Pay is subject to tax and national insurance contributions. Members should check the current income tax and national insurance rates to assess how the pay offer will affect their take-home pay using the UK government income tax estimator. 

Rises in pensionable pay are also subject to increases in pension contributions. Find out more about pension contributions with the workplace pension contribution calculator.

Members of pension schemes pay a proportion of their wages into their pension, as does their employer.
For most members in any pension schemes, receiving a higher wage may to lead to higher pension contributions, but exactly what the impact of this pay offer will be will depend on individual members’ circumstances.

The RCN cannot give members individual advice on the impact of this pay offer on their pension. Members who wish to know more about their pension should consult their pension provider in the first instance and then take financial advice if necessary. Further details on HSC pension contributions, including the contribution tiers, can be found within HSC's pension contribution guide.

The shortfall that will be created by the later second instalment of the pay uplift will be referenced back into 2024/2025 pensionable pay calculations.

Payment of Child Benefit is based on net ‘adjusted income.’ Your adjusted net income is your total taxable income before any personal allowances but will then be reduced by the amounts you pay into certain pension schemes and any Gift Aid payments.

You can also reduce your net adjusted income by applying for Tax relief. For example, you can get tax relief on your RCN (Royal College of Nursing) membership and NMC (Nursing and Midwifery Council) (Nursing and Midwifery Council) fees. Further information can be found on our membership tax relief page. Your total taxable income includes interest from savings and dividends.

If your new net adjusted income is above £60,000 after the annual pay award, you will have to pay a Child Benefit charge, which will reduce the amount of benefit you receive.

As everyone has a different financial situation, the RCN cannot provide individual advice as to whether your adjusted net income is over £60,000, but you can work this out by using the Child Benefit tax calculator.

If it is over £60,000 the calculator will also tell you how much of a High Income charge you will have to pay.