So what’s the salary of a junior doctor? The truth is that senior doctors are salaried on their annual salaries. This means that their salaries do not include their bonuses or any other perks besides basic salaries. The majority of those doctors may work for organizations like: the United States Department of Veteran Affairs, The Department of Veterans Affairs Canada, teaching organizations, private practice and more to earn a living as well as give back to the community. The few who go into research may get paid a stipend by their universities.
A junior doctor is a medical professional who has graduated from a medical school and is working under the supervision of senior doctors in a hospital. They are typically considered to be a junior doctor until they have completed their training and obtained a license to practice medicine independently. Junior doctors are usually paid an hourly wage, but some may be paid on salary instead.
Salary for a junior doctor
An NHS doctor’s salary is more complicated than it might at first appear and varies according to grade, years in role, and where in the UK the job is based. NHS pay is reviewed annually by the Review Body on Doctors’ and Dentists’ Remuneration (DDRB), who make recommendations to the government; new rates apply from the 1st of April. This guide provides a comprehensive overview of the latest pay scales for NHS doctors in the UK.
Junior Doctor Pay Scale
Pay arrangements vary between home countries in the UK. Whilst England began implementing a new junior doctor contract in 2016, Scotland, Wales, and Northern Ireland continue to apply the old 2002 contract (1). However, there are still some doctors in England who are working on the 2002 contract; this may be the case with lead employer arrangements or doctors with a long-term contract based on 2002 terms which is yet to expire (2).
Basic Pay
In Scotland, Wales, and Northern Ireland, basic pay increases by small increments at the end of each year of training (3). The new 2016 contract in England removed incremental annual pay rises; instead, your salary increases by larger amounts at so-called nodal points, which refer to the point in your training when you move up a grade, eg the first day you commence work as a specialty registrar (core training) after FY2 (Table 1) (4).
| Grade | Stage of Training | Nodal Point | Salary (£) |
| Foundation Doctor Year 1 | FY1 | 1 | 28,243 |
| Foundation Doctor Year 2 | FY2 | 2 | 32,691 |
| Specialty Registrar Core Training (CT) | CT1 | 3 | 38,693 |
| CT2 | |||
| CT3 | 4 | 49,036 | |
| Specialty Registrar Run-Through Training or Higher Training (ST) or Specialist Registrar (SpR) | ST1 / SpR1 | 3 | 38,693 |
| ST2 / SpR2 | |||
| ST3 / SpR3 | 4 | 49,036 | |
| ST4 / SpR4 | |||
| ST5 / SpR5 | |||
| ST6 / SpR6 | |||
| ST7 / SpR7 | |||
| ST8 / SpR8 |
Table 1 Junior Doctor Basic Pay (2016 contract). Rates apply from April 1st 2020 (4).
Other Allowances (Scotland, Wales, and Northern Ireland)
The 2002 contract utilises a banding system whereby junior doctors receive a base salary and are remunerated depending on their band, which reflects the number of additional hours worked, the degree to which these hours are unsociable, the on-call commitment, and the workload. (Table 2) (5).
| Band | Average Amount & Nature of Hours | x Basic Pay |
| 3 | >56 hours/week or not achieving the required rest | 2.0 |
| 2A | 48 – 56 hours/week, most antisocially | 1.8 |
| 2B | 48 – 56 hours/week, least antisocially | 1.5 |
| 1A | 40 – 48 hours/week, most antisocially | 1.5 |
| 1B | 40 – 48 hours/week, moderately antisocially | 1.4 |
| 1C | 40 – 48 hours/week, least antisocially | 1.2 |
| No band | No more than 40 hours/week on average | Basic pay |
Table 2 Banding System in Scotland, Wales, and Northern Ireland (2002 contract) (5).
Other allowances (England)
Under the 2016 contract, a junior doctor’s pay depends on a multitude of factors (4,6):
- Additional Hours
This is the average number of hours worked in addition to a 40-hour week. These are remunerated at the basic pay rate respective to your nodal point (ie 1/40th of your basic pay for each additional hour worked).
- Enhanced Hours
These are hours worked at unsociable times as defined by the 2016 terms and conditions of service (eg between 21.00 and 07.00 on any weekday) and are subject to an enhancement of 37% of the hourly basic pay rate.
- Weekend Allowance
A doctor rostered to work at the weekend (defined as one or more shifts/duty periods beginning on a Saturday or a Sunday) at a minimum frequency of 1 in 8 across the length of the rota cycle will be paid an allowance. These are set as a percentage of full-time basic salary in accordance with your nodal point (Table 3).
| Frequency | Percentage |
| 1 in 2 weekends | 15.0% |
| Less than 1 in 2 weekends and greater than or equal to 1 in 3 weekends | 10.0% |
| Less than 1 in 3 weekends and greater than or equal to 1 in 4 weekends | 7.5% |
| Less than 1 in 4 weekends and greater than or equal to 1 in 5 weekends | 6.0% |
| Less than 1 in 5 weekends and greater than or equal to 1 in 6 weekends | 5.0% |
| Less than 1 in 6 weekends and greater than or equal to 1 in 7 weekends | 4.0% |
| Less than 1 in 7 weekends and greater than or equal to 1 in 8 weekends | 3.0% |
| Less than 1 in 8 weekends | No allowance |
Table 3 Weekend Allowances (2016 contract) (4, 6).
- On-Call Allowance
This is paid at a flat rate and is not determined by frequency. See the table below for figures (4).
| Nodal Point | Value (£) |
| 1 | 2,260 |
| 2 | 2,616 |
| 3 | 3,096 |
| 4 | 3,923 |
Table 4 On-Call Allowance (2016 contract). Rates apply from April 1st 2020 (4).
Furthermore, additional bonuses (flexible pay premia) are paid to trainees under certain conditions, such as those on hard-to-fill training programmes (Table 5) (5).
| Name of premium | Applicable Training Programme | Eligibility | Full-time annual value (£) | |
| Hard-to-fill training programmes | General Practice | ST1 – ST4 during placements only | 8,789 | |
| Psychiatry Core Training | Psychiatry Core Trainees | 3,573 | ||
| Psychiatry Higher Training | 3-year higher training | |||
| 4-year higher training | 2,680 | |||
| Emergency Medicine | ST4 and above only | Dependent on length of training | 3-year | 7,146 |
| Dual qualification – OMFS | Oral and Maxillofacial Surgery | ST3 and above only | 4-year | 5,360 |
| 5-year | 4,288 | |||
| 6-year | 3,573 | |||
| 7-year | 3,063 | |||
| 8-year | 2,680 | |||
| Histopathology | Histopathology | ST1 and above only | 4,288 | |
| Academia | Upon return to training following successful completion of a higher degree |
Table 5 Flexible Pay Premia in England (2016 contract). Rates from April 1st 2020 (5).
Consultant Pay Scale
Basic Pay
The vast majority of consultants in England work under the 2003 national consultant contract. Only a small number appointed before 1 November 2003 still retain the pre-2003 contract. The other home countries have their own consultant contracts in place. The 2003 contract is based on a full-time work commitment of 10 programmed activities (PAs) per week, each having a time-tabled value of four hours (1). Basic pay thresholds in England and their equivalents in the rest of the home countries are shown below.
| Threshold | Years completed as consultant | Basic Salary (£) | |||
| England | Scotland | Wales | Northern Ireland | ||
| 1 | 0 | 79,860 | 82,669 | 77,779 | 78,296 |
| 2 | 1 | 82,361 | 84,415 | 80,256 | 80,748 |
| 3 | 2 | 84,862 | 86,928 | 84,399 | 83,200 |
| 4 | 3 | 87,362 | 89,441 | 89,210 | 85,651 |
| 5 | 4 | 89,856 | 91,948 | 94,705 | 88,096 |
| 5 | |||||
| 6 | |||||
| 7 | |||||
| 8 | |||||
| 6 | 9 | 95,795 | 97,917 | 97,839 | 93,920 |
| 10 | |||||
| 11 | |||||
| 12 | |||||
| 13 | |||||
| 7 | 14 | 101,735 | 103,886 | 100,978 | 99,743 |
| 15 | |||||
| 16 | |||||
| 17 | |||||
| 18 | |||||
| 8 | 19+ | 107,668 | 109,849 | 105,561 |
Table 6 Basic Pay Threshold in England (2003 contract) and equivalent in Scotland (2004 contract), Wales (2003 contract), and Northern Ireland (2004 contract). Rates for 2019-20 (5).
The annual rate for an additional PA is 10% of basic salary, where basic salary includes the pay thresholds and any local clinical excellence awards held (7).
Local and National Clinical Excellence Schemes
In England and Wales, academic consultants and GPs who contribute most to the delivery of safe and high-quality care and the improvement of NHS services are eligible for a Clinical Excellence Award (CEA). In Wales, consultants can also receive commitment awards, whereas in Scotland, they can apply for discretionary points.
The scheme operates at a local and national level. The lower value local awards (levels 1-9) are made by Employer Based Awards Committees (EBACs). The higher value national awards (9-12) will be reviewed by the Advisory Committee on Clinical Excellence Awards (ACCEA). A level 9 award may be assessed by either depending on the achievement (8). Refer to Table 6 for figures.
| Awarded by EBACs | |
| Level | Value (£) |
| 1 | 3,016 |
| 2 | 6,032 |
| 3 | 9,048 |
| 4 | 12,064 |
| 5 | 15,080 |
| 6 | 18,096 |
| 7 | 24,128 |
| 8 | 30,160 |
| 9 | 36,192 |
| Awarded by ACCEA | |
| 9 (Bronze) | 36,192 |
| 10 (Silver) | 47,582 |
| 11 (Gold) | 59,477 |
| 12 (Platinum) | 77,320 |
Table 7 Clinical Excellence Awards. Rates for 2019-20 (7).
Specialist and Associate Specialist (SAS) Doctor Pay Scale
SAS pay arrangements are based on the 2008 contract in all four home countries (Table 8) (1).
| Associate Specialist | ||||
| Scale | England | Scotland | Wales | Northern Ireland |
| Min | 56,133 | 57,262 | 56,407 | 52,643 |
| 1 | 60,646 | 61,865 | 60,942 | 56,875 |
| 2 | 65,157 | 66,466 | 65,475 | 61,105 |
| 3 | 71,115 | 72,812 | 71,461 | 66,692 |
| 4 | 76,279 | 77,812 | 76,650 | 71,535 |
| 5 | 78,421 | 79,997 | 78,802 | 73,544 |
| 6 | 81,216 | 82,849 | 81,612 | 76,166 |
| 7 | 84,012 | 84,844 | 84,422 | 78,788 |
| 8 | 86,807 | 87,613 | 87,230 | 81,409 |
| 9 | 89,603 | 90,382 | 90,040 | 84,031 |
| 10 | 92,401 | 93,153 | 92,851 | 86,655 |
| Specialty Doctor | ||||
| Scale | England | Scotland | Wales | Northern Ireland |
| Min | 40,037 | 40,842 | 40,233 | 37,548 |
| 1 | 43,360 | 44,334 | 43,673 | 40,758 |
| 2 | 47,911 | 48,874 | 48,145 | 44,932 |
| 3 | 50,296 | 51,307 | 50,541 | 47,168 |
| 4 | 53,733 | 51,307 | 53,994 | 50,391 |
| 5 | 57,156 | 58,305 | 57,435 | 53,602 |
| 6 | 60,656 | 61,875 | 60,951 | 56,844 |
| 7 | 64,158 | 65,447 | 64,470 | 60,168 |
| 8 | 67,659 | 69,019 | 67,990 | 63,451 |
| 9 | 71,159 | 72,590 | 71,507 | 66,735 |
| 10 | 74,661 | 76,161 | 75,025 | 70,018 |
Table 8 SAS Doctor Pay Scales (2008 contract). Rates for 2019-20 (5).
Other Doctors
GP
There is no pay scale for GPs. The pay ranges as set by the DDRB are outlined below. Note that although the pay range in England goes up to 88,8744, there is no upper limit. Your salary reflects your level of responsibility, qualifications and experience (5).
| Nation | Minimum (£) | Maximum (£) |
| England | 58,808 | 88,744 |
| Scotland | 59,675 | 89,070 |
| Wales | 60,257 | 90,928 |
| Northern Ireland | 58,205 | 87,831 |
Table 9 GP Pay Ranges. Rates for 2019-20 (5).
Medical Academic
Those returning to clinical practice after successfully completing a higher degree are paid an academic pay premium of 4,204 per annum on the 2016 contract (5). The pay scales for clinical lecturers (2009 contract) are summarised in table 9.
| Scale | England | Scotland | Wales | Northern Ireland |
| 1 | 33,790 | 34,978 | 33,957 | 33,128 |
| 2 | 36,511 | 37,795 | 36,691 | 35,795 |
| 3 | 38,156 | 39,498 | 38,346 | 37,409 |
| 4 | 40,141 | 41,552 | 40,338 | 39,354 |
| 5 | 42,126 | 43,607 | 42,334 | 41,301 |
| 6 | 44,112 | 45,663 | 44,329 | 43,248 |
| 7 | 46,096 | 47,717 | 46,324 | 45,193 |
| 8 | 48,082 | 49,772 | 48,319 | 47,139 |
| 9 | 50,068 | 51,828 | 50,315 | 49,085 |
| 10 | 55,317 | 57,262 | 55,589 | 54,232 |
| 11 | 59,765 | 61,865 | 60,059 | 58,593 |
Table 10 Clinical Lecturer Pay Scale (2009 contract). Rates for 2019-20 (5).
Armed Forces
The Armed Forces’ Pay Review Body provides independent advice to the prime minister and the secretary of state for defence on the remuneration and charges for members of the naval, military and air forces of the crown. Below is a comparison of median salaries between NHS and Medical Defence Service (DMS) consultants and junior doctors in England (5). DMS staff is also eligible for armed forced doctor pension scheme; the figures in Table 10 are shown with and without adjustment for pensions in (5).
| Grade | DMS | DMS (10% pensions adj.) | NHS full-time | |
| Consultant | 107,578 | 118,336 | 117,750 | |
| Junior Doctor | Foundation Doctor Year 1 | 38,111 | 41,923 | 34,250 |
| Foundation Doctor Year 2 | 50,347 | 55,382 | 42,250 | |
| Specialty Registrar | 56,071 | 61,679 | 62,250 |
Table 11 Comparison of Median DMS and NHS Salaries. Rates for 2018 (5).
Occupational Physicians
Occupational physicians in the NHS are paid according to the pay scales for specialty trainees and consultants. Of course most occupational physicians will be employed outside the NHS and the BMA recommends that salaries are negotiated based on typical salary ranges for full-time hospital doctors working in the NHS (5). These are shown in Table 12
| Seniority | Possible length of progress | Pay Range |
| Trainee Occupational Physician | < 5 years | £36,461 to £46,208 |
| Occupational Physician | < 5 years | £76,761 to £86,369 |
| Senior Occupational Physician | < 10 years | £86,369 to £139,682 |
Table 12 Occupational Physician Pay Ranges (5).
