Just 5% of general practice nursing staff are given maternity pay above statutory levels, a new report by Nursing in Practice has suggested.
The situation is reportedly forcing some from among the profession to leave general practice in favour of better terms and conditions elsewhere.
Nursing in Practice’s new General practice nurse pay: A salary survey of the profession 2025 report – produced with our sister title Management in Practice – provides exclusive data and analysis on the state of general practice nursing pay and conditions.
Published this month, it draws on survey results of more than 550 general practice nursing staff and also includes practical tips for nurses on how to approach pay negotiations with their practices.
The report has placed a stark lens on the issue of employee benefits and what this means for nurse recruitment and retention within general practice.
Related Article: Only 5% of GPNs given enhanced maternity pay, finds report
Our findings suggest just 5% of general practice nursing staff are given maternity pay beyond statutory and less than a third (32%) say they are given occupational sick pay above statutory levels.
One nurse team lead quoted within the report said: ‘We have just lost a valued member of staff due to a poor maternity leave offer. Staff morale is low regarding pay.’
Another GPN said that moving from an NHS role into general practice was a ‘shock’ because of the disparities in benefits.
‘I did not realise that much of the benefits from the NHS are not reflected in general practice jobs. Benefits such as maternity leave, sick pay and bereavement leave,’ they said.
‘There is no one rule for all, but rather GPs manage their team as they see fit, which can be so inconsistent when you look at other practices.’
The report also explores the most common employee benefits GPNs receive, including an NHS pension, free parking and a summer or Christmas party.
Overall, the findings show that GPNs are on fairly standard employment packages, with few enhanced benefits unlike under Agenda for Change terms and conditions.
Related Article: Practice nurses earn average of just over £35,000, salary survey report shows
Chair of the Institute for General Practice Management Kay Keane said this was unsurprising since practices’ funding is so tight.
‘We would love to offer enhanced terms and conditions for practice nurses and wider allied health professionals, as well as admin and clerical teams. Sadly, we are simply not funded to do so,’ she said.
‘Any practice that offers more is in the minority, unfortunately. Unlike NHS Trusts, which receive centrally allocated funding linked to Agenda for Change (AfC), GP practices do not, meaning we often can’t match AfC pay scales or enhancements such as unsocial hours payments or high-cost area supplements.’
Ms Keane admits this lack of parity creates inequity and makes it harder to attract and retain practice nurses, especially where trusts can offer more attractive financial packages.
A Nursing in Practice roundtable which centred on our GPN Manifesto for 2024 also explored issues around employment terms, including sick and maternity pay, last year.
Related Article: General practice nurse pay: A salary survey of the profession 2025
One roundtable attendee – Joanna Vintis, nurse lead and head of workforce development for Newcastle GP services – Ms Vintis said she had advised nurses to avoid a career in general practice if they were looking to start a family soon because ‘maternity pay is nowhere near what the trusts offer’.
She added: ‘That is so sad for our profession – that, as somebody who is the biggest advocate for practice nursing, I’m telling someone not to do it.’
To find out more about the state of GPN pay and conditions, and how to negotiate your pay, read the full report here
