NHS notice periods by band

The comparison at a glance

Your individual contract is the source of truth. The figures above are the AfC and medical-and-dental default values used by most NHS trusts. Local trust variations and individual contract negotiations can extend (but not reduce) the figure.

Bands 1 to 4: one month

The standard contractual notice for Bands 1 to 4 is one calendar month on both sides. The same figure applies to resignation and redundancy. During probation (usually six months) the notice is one week.

Typical roles at this tier: domestic and portering staff (Band 1-2), healthcare assistants (Band 2-3), senior healthcare assistants and assistant practitioners (Band 3-4), administrative and clerical staff (Band 2-4), medical secretaries (Band 3-4).

For a deep dive on each band, see NHS Band 4 notice period. The general notice period calculator and NHS notice period calculator handle the date arithmetic.

Bands 5 to 9: three months

The standard contractual notice for Bands 5 to 9 is three calendar months on both sides. The same figure applies whether you are resigning or being made redundant. During probation the notice is one month.

Typical roles at this tier: registered nurses and midwives (Band 5-7), allied health professionals (Band 5-7), senior clinical specialists (Band 7-8a), consultant nurses and therapists (Band 8a-8c), service managers (Band 7-8d), chief allied health professionals (Band 8c-9).

Detailed pages for the most common bands: Band 5 and Band 6. Bands 7 to 9 follow the same three-month figure with the same probation pattern.

Doctors in training

Notice for doctors in training is tied to the national rotation pattern. The standard figure is three months, but the practical handling varies by deanery and the point in the training year. Mid- rotation resignations require careful handover and almost always need the deanery’s involvement.

Moves between trusts within an established rotation usually do not need a fresh three months because the contract is continuous. Leaving training entirely usually does. The BMA can advise on specifics.

SAS doctors and consultants

SAS (specialty and associate specialist) doctors usually have three months notice on both sides, mirroring the AfC tier pattern.

Consultant notice is typically three months for the basic contract but can extend to six months for senior or specialist roles, particularly in shortage specialties where cover is harder to arrange. The contract is the source of truth.

Very senior managers (VSM)

Very senior managers (often chief executives, directors, executive medical and nursing leads) have individually negotiated contracts that sit outside AfC. Notice is commonly six months, sometimes twelve, and gardening leave clauses are more common at this tier than in lower-band contracts.

Local trust variations

NHS trusts can add to the AfC framework but cannot undercut it. Common local variations include:

• Longer notice for specific clinical leadership roles (often four to six months for specialist nurse leads).
• Garden leave clauses for some senior clinical and management roles.
• Pay-protection arrangements that interact with notice if the role is downgraded as part of a restructure.
• Mutually agreed shorter notice through the MARS (mutually agreed resignation scheme) where the trust runs one.

Your contract and the trust HR portal are the practical places to find the version that applies to you.

Notice in special circumstances

Disciplinary dismissal. The trust may dismiss summarily (no notice) for gross misconduct, or with notice for serious misconduct. The contractual notice figure applies in the latter case.

Redundancy. The trust must give the contractual notice plus the statutory minimum where the statutory figure is higher (rare at NHS contract notice lengths). Redundancy consultation runs alongside the notice. See NHS redundancy rights.

Constructive dismissal. Where you resign in response to a fundamental breach by the trust, the notice you give can be immediate (without notice) if the breach is serious enough. See constructive dismissal UK.

Mutual agreement. Both sides can agree a shorter notice. The variation should be recorded in writing and counter-signed by HR. There is no contractual right to a shorter notice; it is at the trust’s discretion.

Worked example dates

Counting calendar months from the date notice is received:

• Band 3 resignation on 12 February → final working day 11 March.
• Band 5 resignation on 12 February → final working day 11 May.
• Band 8a resignation on 31 March → final working day 30 June.
• Consultant resignation on 12 February (six-month contract) → final working day 11 August.
• VSM resignation on 12 February (twelve-month contract) → final working day 11 February the following year.

The NHS notice period calculator and the general notice period calculator handle the arithmetic for any combination of notice length and start date.

Useful calculators

• NHS notice period calculator
• Notice period calculator
• Final working day calculator
• Probation end date calculator
• Holiday entitlement calculator
• PILON calculator

Related guides

• NHS employment rights — pillar guide.
• NHS resignation guide
• NHS probation period
• NHS redundancy rights
• NHS maternity leave rights
• NHS Band 4 notice period
• NHS Band 5 notice period
• NHS Band 6 notice period
• Notice period rights UK
• Employment rights hub

Frequently asked questions

What is the notice period for each NHS band?

Bands 1 to 4: one month. Bands 5 to 9: three months. Consultants and senior medical staff: usually three to six months. Doctors in training: rotation-tied (three months common). Very senior managers: usually six months, sometimes twelve. During probation the notice is shorter on both sides, typically one week (Bands 1-4) or one month (Bands 5-9).

Where does the NHS notice period rule come from?

Section 15 of the NHS terms and conditions of service handbook (commonly called the Agenda for Change handbook). It is negotiated nationally between NHS Employers and the recognised trade unions, and is incorporated into your individual employment contract at appointment. Local trust variations are permitted on top of the national figure but cannot reduce it.

What if my role straddles two bands during a transition?

The notice that applies is the one in your current substantive contract. If you have just promoted from Band 4 to Band 5, the three-month Band 5 notice applies from the date the new role takes effect, even if you are within the first month and would otherwise still have been on the Band 4 notice. The contract on the day you give notice is the source of truth.

Do bank, agency and honorary contracts use the same figures?

Not usually. Bank staff are typically engaged on a session-by-session basis with much shorter notice (often zero notice on either side for a specific shift). Agency staff have notice through their agency contract, not the trust. Honorary contracts are usually research or clinical-attachment specific and set their own terms. The standard band figures apply only to substantive employment contracts.

General information about NHS contractual notice under Agenda for Change. Specific figures vary by individual contract, local trust policy and the medical-and- dental terms (for doctors and dentists). For your situation, contact your trade union, the trust HR team or ACAS.