‘What salary should I expect?’ (And other salaried GP queries answered)

Salaried GP Dr Cheska Ball gives a thorough explanation of the rights, expectations and entitlements that anybody considering a salaried role should know

It is increasingly daunting to be a GP registrar approaching the end of training. While there are many considerations at this stage, a growing source of anxiety is the ability to secure a suitable GP post. The current employment crisis has unfortunately led to some practices offering roles that fall well below national contractual requirements.

If you are considering a salaried role under a GMS or PMS contract, this Q&A highlights what you should reasonably expect and which issues should prompt further questions.

1. The contract basics

What is a GMS or PMS contract?

A GMS (general medical services) or PMS (personal medical services) contract is held by a practice with the NHS. As a salaried GP, you are employed by the practice – not the NHS directly.

Both GMS and PMS practices are contractually obligated to provide salaried GPs with terms and conditions that are no less favourable than those outlined in the BMA Model Salaried GP Contract. This exists to set a national minimum standard. Do not assume adherence; always check your offered contract against the BMA model.

Should a practice offer terms that are less favourable, the ICB has the authority to hold them to account – sometimes just a warning from the ICB can suffice to ensure compliance.

If there is any uncertainty, the BMA offers 1:1 individual contract advice. You can reach out to its employment advice team for assistance with contract checking.

What if the contract is neither GMS nor PMS?

Roles under APMS (alternative provider medical services), pre-2015 PMS contracts or private contracts may not offer the same protections. Seek additional help from the BMA via their contract checker team or a legal advisor.

What does ‘no less favourable’ mean?

Where an entitlement is modified, it must be as good as or better than the model contract. One ‘better’ entitlement (like slightly higher pay) cannot be used to justify a ‘worse’ entitlement (like reduced sick pay).

2. Hours and workload

How are hours and workload defined?

Workload should be clearly defined within a job plan. It must highlight:

• Number of sessions: Remember, one session = 4 hours and 10 minutes.
• Clinical vs. administrative vs. CPD time.
• Core hours: Usually 8:00 am – 6:30 pm, Monday to Friday. Extended hours may be included if agreed from the outset.

Full-time GP as per the BMA, is 37.5 hours per week. Your entitlements are pro-rata’d if you work less than full time.

3. Salary and pay uplifts

What salary should I expect?

Practices must pay at least the minimum range set by the Review Body on Doctors’ and Dentists’ Remuneration (DDRB) as part of their own contract. For 2025/26, the recommended range for a full-time salaried GP in England is £76,038 to £114,743. Local pressures and responsibilities such as on-call duties or high-deprivation demographics should also influence your pay negotiation.

What about pay uplifts?

Your contract must specify that your salary will be uplifted annually in line with DDRB recommendations. The 25/26 uplift is 4% and practices received reimbursement from the Government. Your contract should also include an agreed incremental pay progression to recognise increasing experience. Silence on these uplifts is a red flag that often leads to pay stagnation.

4. Continuing Professional Development (CPD) time

How does CPD time work?

As a full-time salaried GP, you are entitled to four hours per week of protected CPD time (which equates to a minimum of 208 hours per year).

Do remember that:

• CPD should not be done in your own time or squeezed into clinical admin slots.
• It can be accrued and used flexibly if mutually agreed.
• Annual leave is considered ‘time worked’, so CPD entitlements should not be reduced during weeks you take leave.

When it comes to appraisal time, you must have set time during working hours (or lieu/reimbursement) for appraisal preparation and the meeting itself, in addition to your CPD.

5. Annual leave

What are my annual leave entitlements?

A full-time GP must receive: 

• 30 annual leave days
• 2 NHS days
• Bank holidays

If you end up working a bank holiday, you must receive time off in lieu/reimbursement as part of the model salaried contract.

6. Sick pay

What is my sick pay?

Under the model contract, you are entitled to Occupational NHS Sick Pay, not just the statutory minimum (SSP). This is linked to your recognised NHS service and is in line with NHS medical and dental terms and conditions.

Previous service – including NHS training and locuming – should also be recognised. However, this is not automatic and should be clarified explicitly in your offer letter or contract.  If an employer refuses to recognise your previous continuous service for sick pay/redundancy/maternity leave, seek advice immediately.

7. Parental leave

What is my maternity/paternity/parental leave entitlements?

The BMA expects that salaried GP maternity provisions match those of hospital doctors. You should receive:

• Eight weeks full pay
• 18 weeks half pay
• 13 weeks at statutory rates

This aligns with the 26 weeks for which practices can claim locum reimbursement.

Red flags to watch out for

• No written contract, or pressure to ‘start now, talk later’
• Salary below DDRB minimums or no mention of annual uplifts
• No clear job plan or defined sessions
• CPD expected to be completed in your own time
• Sick pay limited to the statutory minimum
• Lack of previous NHS service recognition
• Clauses allowing the practice to change terms unilaterally
• Though not necessarily a ‘red flag’, pay extra consideration if it is a non-GMS/PMS contract.

A contract should provide structure and security, as well as professional respect. In the current climate, some compromise may be necessary, but don’t join the ‘race to the bottom’. Asking questions about your contract is a sign of professionalism, not difficulty – you are entitled to fair terms that support a safe and sustainable career.

If I can leave you with a final take-home message: ask questions and get the right help before you sign the dotted line!

Dr Cheska Ball is a salaried GP