Moving between NHS trusts

Move from one NHS employer to another on Agenda for Change terms without a break and most of what you have built up comes with you. Your NHS service counts towards annual leave and sick pay at the new trust, your NHS Pension Scheme membership continues, and your training record usually follows you through the Electronic Staff Record. Your exact pay point and any local arrangements, such as flexible working or recruitment premiums, do not transfer automatically, so agree those before you accept.

Annual leave

Agenda for Change leave depends on your length of NHS service, whoever employed you. For full-time staff in England it is:

NHS service	Annual leave	Plus public holidays
On appointment	27 days	8
After 5 years	29 days	8
After 10 years	33 days	8

Part-time staff get the same pro rata. With nine years’ NHS service, you reach 33 days a year after your tenth year at the new trust, just as you would have done by staying put. Bring evidence of your previous service. The new trust can usually check it through ESR, but errors happen.

Use up or settle your leave with your current employer before you go. Untaken holiday is normally paid in your final salary, and some trusts deduct pay for leave taken above your entitlement.

Sick pay

Occupational sick pay under Agenda for Change also rises with service, from one month’s full pay and two months’ half pay in the first year to six months’ full pay and six months’ half pay after five years. Previous continuous NHS service counts. Some employers will also count other relevant service, such as local government, at their discretion.

Pay point and progression

The band of the new job sets your pay. In the same band, most trusts start you at the pay point you have reached, and your next progression date should take account of your time on that point. Agenda for Change progression depends on time in band and meeting the expected standards, so ask the new employer how they will treat the time you have already served. The guide to NHS pay progression explains the rules.

Moving up a band normally means starting at the entry point of the new band. Band 5 in England starts at £32,073 from 1 April 2026, and band 6 at £39,959. A move between high cost areas changes any supplement you receive: inner London HCAS is 20 per cent of basic (between £5,794 and £8,746), outer London 15 per cent and the fringe 5 per cent.

Moving between nations is a different matter. Scotland has its own pay scales, with higher values and fewer points, and NHS Scotland boards are separate employers outside the England scheme. Check how your service and pay will be recognised before you accept.

Pension

Between NHS employers in England and Wales you stay in the NHS Pension Scheme. Your new employer enrols you and your membership continues. Your contribution rate is reset each year from your pensionable pay at the new trust; members earning between £35,156 and £52,778 pay 9.8 per cent, for example.

A short gap between jobs does not usually end your membership, but a long break can affect some scheme rules. Check your Total Reward Statement and the NHSBSA member pages if you plan a gap. A move to NHS Scotland, Northern Ireland or a non-NHS employer means a different scheme. The guide to the NHS Pension Scheme has the details.

Continuous service and breaks

Continuous service matters for redundancy, maternity pay and some legal rights as well as leave and sick pay. Moving directly between employers covered by Agenda for Change normally keeps it intact. Even a short break between jobs can cause problems. Agenda for Change allows some breaks to be disregarded for certain purposes, but the rules depend on the reason and the length of the break. Before you leave, ask the new employer’s HR team in writing what service they will recognise. The guide to continuous service explains the general rules.

Notice, checks and starting

Your contract sets your notice period, which is usually longer than the statutory minimum and rises with band. Hold off resigning until you have an unconditional offer. NHS pre-employment checks cover identity, right to work, references for three years of employment, occupational health, professional registration and, for many roles, a DBS check.

If you are on the DBS Update Service (£15 a year from 5 October 2026), the new trust may be able to check your existing certificate online instead of asking for a new one, which can save weeks.

Some neighbouring trusts have agreements to speed up internal moves and recognise each other’s checks and training. Within an integrated care system, ask whether your current trust is part of a staff passport arrangement.

Before you hand in notice

1. Confirm in writing the band, pay point and start date.
2. Ask what service will be recognised for leave, sick pay and redundancy.
3. Check whether any relocation, recruitment or retention payment you received at your current trust has to be repaid.
4. Agree any flexible working arrangement in the offer, because it does not carry over.
5. Make sure your ESR training record is up to date before you go.