What is the notice period for an NHS Band 4?

One month. NHS Band 4 staff sit in the Bands 1 to 4 tier under section 15 of the Agenda for Change handbook, which sets the standard contractual notice at one month on both sides. It applies whether you are resigning or being made redundant. Your individual contract may set a longer figure for some senior support roles but cannot set a shorter one.

Does the notice change when I promote to Band 5?

Yes. On internal promotion from Band 4 to Band 5, the contractual notice rises to three months from the date the new role starts. If the trust treats the promotion as a contract variation rather than a new appointment, the existing probation status usually continues. If the promotion is treated as a new appointment, a fresh probation period (typically six months with one-month notice during) may apply.

How do I work out the Band 4 final working day?

One calendar month from the date your line manager receives the written resignation. So a resignation handed in on 5 February gives a final working day of 4 March. If 4 March falls on a weekend, the notice still ends on that day; the calendar runs regardless. The NHS Notice Period Calculator handles the arithmetic for any start date.

What if I am on a fixed-term Band 4 contract?

Fixed-term contracts usually still carry a one-month notice on the employee side, but the end date is set by the contract itself. If you want to leave before the contract end date, the one-month notice applies. If the trust ends the contract early without notice, you can claim damages for the unworked notice period. Check your specific contract; some short fixed-term roles use shorter notice.

NHS Band 4 Notice Period (UK 2026): How Much Notice to Give

The headline rule

NHS Band 4 staff sit in the Bands 1 to 4 contractual notice tier under Agenda for Change. The standard figure is one month on both sides. It is in section 15 of the AfC handbook and is incorporated into your contract at appointment. The same figure applies whether you are resigning or being made redundant.

The contractual figure is more generous than the UK statutory minimum at most Band 4 service lengths (statutory minimum from the employer is one week per year of service, so a Band 4 with one to three years of service would have a statutory minimum of one to three weeks). The contract overrides the statutory minimum because it is better.

Worked example dates

One calendar month from the date the trust receives your written resignation:

Resignation in on 5 February → final working day 4 March.
Resignation in on 28 February → final working day 27 March (calendar month, not four weeks).
Resignation in on 31 March → final working day 30 April (the month-end pulls back because April has 30 days).
Resignation in on 15 October → final working day 14 November.

The NHS notice period calculator handles the arithmetic for any start date. The general notice period calculator and final working day calculator do the same with extra options.

Roles typically at Band 4

Band 4 covers senior support, technical and assistant practitioner roles. Common roles include:

Senior healthcare assistants (HCAs) with extended responsibilities.
Assistant practitioners in nursing, therapy, and clinical support roles.
Nursing associates after qualification (some trusts use Band 4 entry, others Band 5).
Senior medical secretaries with budget responsibility.
Senior administrative and clerical roles (team leads, ward clerks with cross-cover, booking coordinators).
Junior paramedics in their first qualification year (NWAS, some other ambulance services).
Senior technical support in pharmacy, laboratory and imaging departments.

Notice during Band 4 probation

The standard NHS probation period is six months, although some trusts use shorter for some Band 4 roles. During probation notice is shorter on both sides, typically one week, rising to one month once probation is signed off.

For internal promotion from Band 3 to Band 4, the contract variation does not usually trigger a fresh probation period. For a new external appointment, a six-month probation with one-week notice during the period is standard. See NHS probation period for the broader policy detail.

Handing in notice

A written resignation letter to your line manager, copied to HR, alongside the ESR (Electronic Staff Record) entry. Keep it short and professional: state the resignation, name the role, give the final working day, offer support with the handover. The resignation letter generator builds one from a few fields.

The full sequence from handing in notice through to your last day is on the NHS resignation guide.

What happens during the notice month

The contractual relationship continues in full: you turn up for shifts, complete documentation, follow trust and professional standards, and remain bound by confidentiality. Pay, pension contributions and benefits run as normal until the final working day.

Annual leave accrued during the leave year can be taken during notice or paid out in the final pay packet. Most trusts prefer leave during notice where workload allows. The holiday entitlement calculator pro-rates the accrued figure.

Garden leave and PILON

Garden leave is rare at Band 4. The trust cannot impose it without a contractual clause, which Band 4 contracts do not usually contain. PILON (payment in lieu of notice) is also unusual in the resignation context at Band 4 but appears in redundancy and disciplinary scenarios. The PILON calculator models the gross value if relevant. See also PILON explained and garden leave explained.

If you cannot serve the full month

Walking out is a breach of contract. Practical consequences are normally: pay stopped from the day you walked, a more cautious reference, possible HR record. The trust is very unlikely to sue at Band 4 but the reference and rehire position matter for future NHS applications.

If you genuinely cannot complete the month (illness, family emergency), raise it early through HR. Trusts generally accommodate genuine circumstances with documented agreement.

Returning to the NHS

Continuous service for annual leave, sick pay and redundancy purposes is preserved if you return to the NHS within 12 months under the reckonable service rule. The NHS Pension Scheme usually re-links benefits across periods of service.

Useful calculators

Related guides

Frequently asked questions

What is the notice period for an NHS Band 4?: One month. NHS Band 4 staff sit in the Bands 1 to 4 tier under section 15 of the Agenda for Change handbook, which sets the standard contractual notice at one month on both sides. It applies whether you are resigning or being made redundant. Your individual contract may set a longer figure for some senior support roles but cannot set a shorter one.
Does the notice change when I promote to Band 5?: Yes. On internal promotion from Band 4 to Band 5, the contractual notice rises to three months from the date the new role starts. If the trust treats the promotion as a contract variation rather than a new appointment, the existing probation status usually continues. If the promotion is treated as a new appointment, a fresh probation period (typically six months with one-month notice during) may apply.
How do I work out the Band 4 final working day?: One calendar month from the date your line manager receives the written resignation. So a resignation handed in on 5 February gives a final working day of 4 March. If 4 March falls on a weekend, the notice still ends on that day; the calendar runs regardless. The NHS Notice Period Calculator handles the arithmetic for any start date.
What if I am on a fixed-term Band 4 contract?: Fixed-term contracts usually still carry a one-month notice on the employee side, but the end date is set by the contract itself. If you want to leave before the contract end date, the one-month notice applies. If the trust ends the contract early without notice, you can claim damages for the unworked notice period. Check your specific contract; some short fixed-term roles use shorter notice.
Roles typically at Band 4?: Senior healthcare assistants, assistant practitioners, nursing associates (qualified), medical secretaries with budget responsibility, senior clerical and administrative roles, junior paramedics in training, and senior support roles in laboratories and pharmacies. The job description determines the band, not the underlying profession.

Sources and further reading

NHS Employers: NHS terms and conditions handbook — Agenda for Change handbook including section 15 on notice for Bands 1 to 4.
NHS Employers: Agenda for Change overview — Authoritative reference for AfC pay bands and conditions.
Employment Rights Act 1996, section 86 — UK statutory minimum notice underneath the contractual figure.
ACAS: Notice periods — Free, impartial UK guidance on notice mechanics.

General information about Band 4 contractual notice under Agenda for Change. Specifics depend on your contract, your trust and any local variations. For your situation, contact your trade union, the trust HR team or ACAS.