How do I negotiate my salary as a GP?

GP partner and training programme director Dr Emma Wong shares her top tips on how to approach salary negotiations in general practice

Negotiate my salary? The idea fills most GPs with dread. Surely that’s all sorted for you before you start? And it’s the NHS – isn’t my salary fixed? The answer is no. Not in the land of general practice.

Here are some helpful tips to know what you’re entitled to, and how to negotiate for change.

Contract confidence: know your rights

The Doctors and Dentists Review Board (DDRB) sets out a salary range for GPs across the four nations, which can be found on the BMA website. This is reviewed annually in April, and a pay rise of varying amounts is often suggested.

Legally, all GMS and PMS practices must provide terms ‘no less favourable’ than the BMA salaried model contract – which states that you are entitled to an annual salary uplift in line with the DDRB recommendations.

The BMA offers a free contract checking service for members. Use it to check your entitlements and any omissions.

Enquire at interview

Best practice for job adverts suggests that salary should be clearly advertised. If it is not on the advert, ask in advance – you don’t want to spend the time preparing to find that it’s not what you expected and that there is no room for negotiation.

Whilst local areas tend to have similar salary ranges, these can vary widely across ICBs. Check with your colleagues and on NHS job sites (NHS jobs, RCGP, BMA) to get an idea of the rates in your area.

Ask at the interview about the contract. Is salary linked to experience? Is there is a planned review clause in addition to or instead of DDRB ? If not, request one, and make sure it is written into the contract before you start.

Be confident, not cocky

Know your worth, but be reasonable. Think about your experience and what support you might need, especially as an early careers GP, and factor this into your request for a change in salary.

Can you bring something additional to the practice? Coils, joint injections and minor surgery can all bring in income. If you are bringing these skills to the practice this should be recognised and compensated accordingly. Though do remember that you must keep up to date, and the CPD often is not free!

Could you offer to help with a QoF management area for a commensurate increase in salary? Salaried partnership could also be an option – taking on some management for extra pay, but without the risks of business ownership and liability.

Also think about what else you are being offered. If your indemnity fees are paid, or you have protected time, or you have other, more favourable terms than the BMA guidance in your contract, these ‘extras’ are often used to offset a higher salary – and can quickly add up in value.

Canvas your colleagues

Don’t be afraid to talk to your colleagues. Some of them may have already negotiated changes; or you may be able to use the power of collective bargaining. If you are providing the same skills, with a similar level of experience, your salaries should be equal. If you have got more experience than your colleagues, you might be able to negotiate a change.

If you don’t ask, you don’t get

Not all practices have the scope to increase salaries, especially smaller or singlehanded practices. However, all practices need GPs, so it is always worth asking, as surgeries would generally rather keep existing staff than re-hire.

Start with a researched, respectful, reasonable request and you may be surprised at the outcome.

Good luck!

Dr Emma Wong is a GP partner and training programme director for the Sheffield and Barnsley GP Training Scheme