The Westminster government announced a package of commitments to NHS nursing staff in England on 11 February 2026. After months of pressure from the RCN for structural reform, ministers announced that every band 5 NHS nursing role in England will be reviewed to ensure staff are finally paid for the work they actually do.
These commitments are separate from the funding for the 2026-27 annual pay award and the structural reform discussions through the to address issues in NHS pay structure.
For many members, these commitments have the potential to correct a long-standing injustice. A large proportion of nurses remain on band 5 for most, or even all, of their careers, despite working at a higher level of skill, responsibility and autonomy.
Here’s a simple guide to what’s been announced, what it means, and what happens next.
What exactly has the government announced for NHS nurses currently working at band 5?
The Westminster government has committed to four key actions:
- increasing graduate pay
- reviewing the work and grade of every nurse currently working at band 5
- evaluating the outcomes of the reviews to understand whether any further action is required
- establishing a single national nursing preceptorship.
Read more about these commitments in more detail.
Who is eligible for this review?
All nurses directly employed by the NHS at band 5 in England are eligible for this review. As the review begins your employer should communicate with you in relation to the process and timescale within your organisation.
The review should be done by your employer in partnership with relevant trade unions, and should involve staff as part of the process.
You might also find it helpful to read more information about national job profiles, which are summaries of commonly occurring roles.
Does this mean every nurse paid at band 5 will automatically become paid at band 6?
No – this isn’t automatic progression. But crucially, it isn’t just business as usual either.
The government has announced that every current band 5 nursing role in the NHS in England will be reviewed. This is important because many nurses stay on band 5 for most of their careers, even when they’re doing work that should be paid at a higher band.
It’s also important to note that this piece of work is about people being paid correctly for the work they are currently doing, and shouldn’t result in them doing more or different work.
Too often in the past, trusts said they couldn’t reband roles because they couldn’t afford to. it will provide employers with additional funding to support the review process and the resulting salary uplifts.
So, how will this be paid for?
The government has said it will provide employers with additional funding to carry out the reviews and to pay for any salary increases that follow.
However, the government hasn’t confirmed the specific sums it has allocated to NHS trusts to fund the rebanding changes. We will keep pushing the government to ensure sufficient funding is provided to every employer so staff who succeed with their reviews get the pay they deserve.
When will reviews begin?
Trusts should have begun reviewing roles in partnership with impacted staff and union representatives, and employers should have communicated with all nurses working in band 5 roles about the process.
The Chief Nursing Officer for England has also written to all NHS employers about the review.
This is a major national programme and will take time – but the commitment is there, the government has said the money is there, and the process must happen.
We will also keep members updated as specific timelines and details on key milestones are available.
How long will the reviews take?
The review process will take some time. Your employer should be in touch with specific timescales and deadlines for this process. No progress milestones have been agreed nationally, but all reviews in this process are expected to be complete by the end of 2028.
Why is this happening now?
Because members used their voice and spoke out, we took that message to the government. Last year, more than 170,000 RCN members in England took part in the pay consultation – a record turnout – sending an unmistakable message that pay and progression were at breaking point.
The government’s new commitments for nursing are a direct response to that pressure. They mark the beginning of the structural reform that RCN members said was essential to stop nurses from entering and leaving their careers on the same band.
What are the facts I should know behind this announcement?
There’s been some misinformation circulating following this announcement. Here’s what’s important to understand:
- this isn’t an automatic uplift, but it is a mandatory review of all band 5 NHS nursing roles in England
- employers must carry out the review and the government has committed additional funding for this review, and any costs as a result of rebanding staff
- it’s the first time nursing career progression has ever been prioritised for investment. That’s a milestone – and proof that sustained RCN pressure works.
How will the RCN be involved in the reviews?
NHS employers in England will review all band 5 roles. We’ll monitor the process carefully at workplace, employer and national level as part of the official oversight group.
Look out for RCN teams in your workplace. RCN reps, members and staff are working hard to ensure you have the materials and support you need to know your worth. Find out when we’ll be visiting your workplace.
The progress of this review may be different between employers. We’ll be asking you throughout the process if your employer has contacted you, if reviews are taking place in your workplace and if they're being carried out fairly.
How is this different from how other professions progress?
A number of other graduate NHS professions, such as midwives and paramedics, typically progress automatically to band 6 following a structured preceptorship and competency assessments.
Nursing doesn’t have this. However, in January 2026, following RCN campaigning, a change to the national NHS Terms and Conditions Handbook reflects the accountability nurses take on early in their careers, making it clearer and easier for nurses on band 5 to progress to band 6 when appropriate.
What should members working at band 5 and employed by the NHS in England do now?
- Make sure your RCN membership details are up to date, including your current pay band.
- Look out for information from your employer about your review.
- Use RCN guidance to understand how job evaluation works and what evidence you may need.
- Stay engaged. This is the first step – not the end goal.
What if this band 5 review doesn’t apply to me?
No matter your level, if you feel your role has changed significantly since you started, or your job description doesn't reflect what you're required to do, you can ask for a job evaluation – and we’ll support you.
For NHS staff, job evaluation is an intrinsic part of your Agenda for Change conditions and a contractual right. states that staff have a contractual right to have their role evaluated based on an accurate and up-to-date job description, using the nationally agreed NHS Job Evaluation Scheme.
If you work in independent health and social care settings, check whether your employer has its own job evaluation system in place.
You might consider job evaluation if you feel your job description and pay don’t reflect:
- your knowledge and qualifications
- your skills and competencies
- your level of responsibility and decision-making
- your experience and the complexity of the work you undertake
- the duties and responsibilities you’re regularly required to perform.
What about if I work in Northern Ireland, Wales and Scotland?
We've called for career progression for members in Wales and Northern Ireland.
In Scotland, we’re already supporting RCN members at band 5 through a job review process. Nine out of 10 of those who've been through the complete process have been successful and will now be employed at band 6. Find more information and how to get involved.
Any final thoughts?
This review in England is progress won through pressure – and pressure must continue. This funded national review is not the whole solution to nursing pay and career progression – but it's significant, hard‑won progress, driven by member voices. It represents the first real movement towards structural reform of nursing careers in England.
And as we continue to fight for fair pay for all nursing staff across all pay bands, it shows what can happen when the government listens – and why member engagement remains essential.
More information
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