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Agenda for Change


The national pay system for the NHS - Agenda for Change (AfC) – applies to the vast majority of directly employed staff except doctors, dentists and the most senior managers.

Following a period of consultation the Trade Unions have unanimously agreed to accept the new three year pay deal for staff employed in the NHS in Wales (covering 2018/19, 2019/20, and 2020/21). This means that as well as the pay deal, there will be reform of the pay structure and changes to terms and conditions.  Colleagues in NHS Wales Shared Service Partnership are working with ESR to implement the pay deal with the revised payments being made in October with back pay to the implementation of the deal i.e. 1st April 2018 being made in November.   The new pay structure will:

  • increase starting salaries
  • reduce the number of pay points
  • shorten the amount of time it takes to reach the top of the pay band for most staff.

Click on each of the buttons below to find out more:


AFC 3 year pay deal AFC structural changes AFC pay progression
AFC supporting materials AFC other changes AFC future work


The terms and conditions of service for staff employed under AfC are set out in a handbook published on the Agenda for Change Website.   This will be republished to reflect the changes agreed by the UK NHS Staff Council.   Any further updates and information will be publised on our Briefings and Publications page on an ongoing basis. 

These Terms and Conditions are built into all of the UHB Employment Policies so for guidance on specific issues you are also advised to refer to the relevant Policy or Procedure. If you cannot find the information you require please contact  HR Ops on 02921 836287 [Ext 36287] or



Job Evaluation

Job Evaluation (JE) is a key part of the Agenda for Change pay system.  It enables jobs to be matched to national job profiles or allows the UHB to evaluate jobs locally, to determine in which Agenda for Change pay band a post should sit. The NHS Job Evaluation Handbook is the comprehensive guide for NHS organisations on the job evaluation scheme.

Please refer to the UHB New and Changed Jobs Protocol for guidance on the steps to be taken in the following circumstances:

  • New Jobs - whenever new posts and new Job Descriptions are created to allow recruitment to be undertaken; and/or
  • Changed Jobs - whenever an employee’s existing Job Description is amended to take account of changes in duties or responsibilities. This is in effect a personal regrading.

If you have a job to be matched please ensure you use the correct Job Description, Person Specification and effort factor proforma (EFP) templates.


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