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Salaried GP roles after CCT your options and how to negotiate

By Work Healthcare in Primary Care on October 23rd 2026 -

You have your CCT. Congratulations! Now comes a decision that shapes the next few years of your career: what kind of GP work to take on, and on what terms.
For many newly qualified GPs, a salaried post is the natural next step. It offers a steady income, a team around you and time to build confidence without the business side of partnership. But not all salaried roles are the same, and the contract you sign matters just as much as the job itself.
This guide walks you through the main types of salaried GP roles, what a good contract should include, and how to negotiate one with confidence.
 

Types of salaried GP roles

Who employs you decides which protections your contract must give you. In England, GMS and PMS practices must offer the BMA model contract or terms that are no less favourable. Other employers are not bound by that rule.
 
Type of role
Typical employer
Model contract required?
Good for
Practice-based salaried GP
A GMS or PMS GP practice
Yes, or terms no less favourable
Continuity of care and a settled team
PCN salaried GP
A primary care network or its lead practice
Depends on who employs you, so check
Variety across several practices
Urgent care, out of hours or NHS 111
NHS trusts and other providers
No
Shift-based work and flexible patterns
New to practice fellowship
A practice, with a local fellowship scheme
Usually, if a practice employs you
Extra support, mentoring and protected learning time
Retained GP
A GP practice
Follows the practice's contract
GPs who need fewer sessions for a period
 
If you are not employed by a GP practice, read your contract with extra care. Holiday, sick pay, CPD time and annual pay rises may all be lower than you would get under the model contract.
 

What a salaried GP contract should include

The BMA model contract sets the minimum a practice in England should offer. Use it as your benchmark, whoever your employer is.
 
Term
BMA model contract (full-time)
Working week
37.5 hours, set as 9 sessions of 4 hours 10 minutes
Pay range 2026/27 (England)
£78,699 to £118,759 a year, pro rata for fewer sessions
Annual pay rise
At least the DDRB award, which is 3.5% for 2026/27
Annual leave
30 working days, plus bank holidays and two NHS days, pro rata
Protected CPD time
208 hours a year (4 hours a week on average), pro rata
 
The pay range comes from the 2025/26 scale plus the 3.5% DDRB uplift. The BMA will publish its updated scale, so check the final figures there.
Also look for clear terms on sick pay, parental leave, notice periods, NHS Pension membership and who pays your indemnity and professional fees.
 

How to negotiate your contract

Most of the terms in a salaried contract can be negotiated, and practices expect you to ask. A calm, well-prepared conversation is part of normal recruitment, not a sign that you are being difficult.
  1. Know your worth. Compare similar roles in the area. Your MRCGP, previous NHS service, special interests and local demand can all justify a higher offer.
  2. Talk in sessions, not just salary. Ask what one session pays, then check the annual figure against the number of sessions you will actually work.
  3. Look closely at the job plan. Ask how many patients you will see in each session, how long appointments are and how much admin time is protected. The BMA suggests clinical and admin time should be roughly 3 to 1.
  4. Protect your development time. Make sure your CPD time is written into the contract, not just promised in the interview.
  5. Agree the annual uplift. Check that your pay will rise at least in line with the DDRB award each year.
  6. Ask about flexibility. Remote admin, fixed days or room to grow into a special interest can be worth as much to you as a higher salary.
  7. Get it in writing. Anything you agree verbally should appear in the final contract before you sign.

 

Your checklist before you sign

  • The contract is the BMA model contract, or no less favourable
  • Pay per session and the total sessions are clearly stated
  • The annual pay rise is linked to the DDRB award
  • Annual leave, bank holidays and NHS days are set out
  • Protected CPD time is written in
  • The job plan shows patient numbers, appointment length and admin time
  • Sick pay, parental leave and notice periods are clear
  • You have checked anything you are unsure about with the BMA or your LMC

 

Find your first salaried GP role

The right role after CCT is the one that suits how you want to practise, on terms that value your time and training. Take your time, ask questions and compare a few offers before you commit.
When you are ready, browse salaried GP vacancies across the UK on work.healthcare and apply directly to the employer.
 

Sources

  1. BMA salaried GP handbook (2025 update)
  2. BMA DDRB uplift 2026/27 FAQs
  3. SSLMCs: DDRB and sessional colleagues
  4. Salaried GP pay range 2026/27, salarytax.uk

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