Reviewed for UK readers: September 2026.
For most Agenda for Change roles, a part-time NHS salary can be estimated by multiplying the relevant full-time annual salary by the employee’s FTE fraction. Use our pro rata wage calculator with the full-time salary and weekly hours to get annual, monthly and weekly estimates.
The calculation is straightforward; the challenge is choosing the correct current pay point and separating basic pay from enhancements, overtime and other payments.
Quick answer
- FTE = contracted weekly hours ÷ full-time weekly hours.
- Basic pro rata salary = full-time salary × FTE.
- Use the current NHS pay scale for the correct band and pay point.
- Unsocial-hours payments and other additions are separate from basic salary.
Example: 30 hours out of 37.5
A 30-hour contract against a 37.5-hour full-time week is 0.8 FTE. If the relevant full-time basic salary is £36,000, estimated part-time basic salary is £28,800 a year, or £2,400 gross per month before deductions.
Example: 22.5 hours out of 37.5
22.5 ÷ 37.5 = 0.6 FTE. On a £40,000 FTE salary, the basic pro rata amount is £24,000 a year. The implied basic hourly rate does not change simply because the employee works fewer contracted hours.
Use the current pay scale
NHS Employers publishes current Agenda for Change pay scales. Pay awards and progression can change the relevant full-time figure, so an old online calculator can produce a wrong result even when its pro rata formula is correct.
Enhancements, overtime and allowances
Night, weekend or other contractual enhancements are not normally captured by a simple FTE salary calculation. Actual payslips can therefore vary from the basic monthly pro rata figure.
Take-home pay is a separate question
Income Tax, National Insurance, NHS Pension contributions, student loan deductions and salary sacrifice affect net pay. First calculate gross basic salary; then use the appropriate payroll or take-home-pay estimator.
Check the result against ESR and your trust
NHS calculations should be cross-checked against your ESR record, contract and local trust guidance. The national Agenda for Change framework supplies the core pay and leave structure, but individual payslips can also include enhancements, overtime, salary sacrifice, pension deductions or local roster effects.
If the FTE, contracted hours or reckonable service shown by your employer is wrong, the arithmetic can be perfectly correct and still produce the wrong entitlement. Verify those inputs first.
Use the calculator
For a quick gross salary estimate, use the Pro Rata Calculator UK. Enter the full-time salary and your hours, days or FTE, then compare the result with your contract or payroll figure.
Other NHS and care pay: NHS pro rata calculator · NHS pay bands · nurses · unsocial hours · London weighting · bank staff · NHS pension · NHS annual leave · midwives · healthcare assistants · paramedics · GP receptionists · care workers · dental nurses · veterinary nurses
Frequently asked questions
How do I calculate NHS part-time salary?
Divide contracted hours by full-time hours to get FTE, then multiply the current full-time salary by that fraction.
Is 30 hours in the NHS 0.8 FTE?
It is 0.8 FTE where full-time hours are 37.5 per week.
Does part-time NHS work reduce the hourly rate?
A straightforward pro rata reduction changes total basic salary, not the underlying basic rate for equivalent work.
Where should I check current NHS pay bands?
Use the latest NHS Employers pay scale publication and your employer’s payroll information.
Authoritative sources
This article is general information, not personalised legal, tax or payroll advice. Employment contracts, collective agreements and individual circumstances can change the correct result.