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Create CVIf you’re searching for “doctor UK salary,” you’re not just looking for numbers. You want to understand what doctors actually earn at every stage, how pay evolves, what influences salary progression, and whether the financial return matches the intensity of the career.
This guide breaks down UK doctor salaries from an insider hiring perspective. It explains how pay really works across NHS structures, how private sector earnings differ, and what separates average earners from top-tier medical professionals.
Doctor salaries in the UK are structured, predictable, and heavily influenced by experience, grade, and specialty. Most doctors follow the NHS pay scale, but high earners often operate beyond it.
Foundation Year 1 (FY1): £32,000 to £37,000
Foundation Year 2 (FY2): £37,000 to £43,000
Core Training (CT1–CT3): £43,000 to £55,000
Specialty Training (ST3–ST8): £55,000 to £75,000
Consultant (NHS): £93,000 to £126,000+
General Practitioner (GP): £70,000 to £120,000+
Private / Specialist Consultants: £150,000 to £400,000+
The NHS uses a banded pay system, meaning your salary increases based on:
Years of experience
Training level
Specialty progression
Additional responsibilities
From a hiring perspective, top-earning doctors are not just those who progress normally. They actively optimize earnings through:
Locum shifts (often £50 to £120 per hour)
Private patient work
Leadership roles
FY1: ~£32,000 base
FY2: ~£37,000 base
With enhancements:
Recruiters see early-career doctors who:
Burn out due to shift intensity
Underestimate overtime earnings
Miss locum opportunities
The real difference between low and high earners at this stage is not salary. It’s awareness and strategy.
Important insight: Base salary is only part of the story. Real earnings often include:
Overtime and unsocial hours pay
On-call allowances
Private practice income
Locum work (significant multiplier)
Specialist scarcity
Salary: £43,000 to £55,000
With extras: £55,000 to £65,000
Salary: £55,000 to £75,000
With enhancements: £70,000 to £90,000
At this stage, hiring managers begin evaluating:
Clinical depth
Decision-making ability
Leadership potential
Doctors who actively build a niche (e.g. cardiology, orthopaedics, radiology) position themselves for significantly higher future earnings.
Starting: ~£93,000
Experienced: £110,000 to £126,000
Top consultants earn:
From a recruiter standpoint, high earners typically:
Work in high-demand specialties
Build strong referral networks
Operate in private healthcare markets
Develop reputational authority
£80 to £120 per hour
Annual potential: £120,000 to £200,000
GP earnings vary dramatically based on:
Business ownership (partner vs salaried)
Location demand
Workload structure
Stable income
Predictable progression
Pension benefits
High earning ceiling
Performance-based income
Reputation-driven growth
Top earners combine:
NHS credibility
Private practice scalability
Some specialties consistently command higher salaries due to scarcity and demand:
Orthopaedic Surgery
Cardiology
Dermatology
Radiology
Anaesthetics
Psychiatry (increasing demand)
High private demand
Technical complexity
Limited supply of specialists
Locum work is one of the most powerful earning levers.
Junior doctors: £40 to £70 per hour
Registrars: £60 to £100 per hour
Consultants: £100 to £150+ per hour
Doctors who leverage locum work effectively can:
Double their annual income
Gain flexibility
Accelerate financial independence
Experience level
Specialty
Geographic location
Private vs NHS work
Negotiation and awareness
Reputation and referrals
Doctors who treat their career like a strategic asset earn significantly more than those who follow default pathways.
“I’ll earn more automatically as I gain experience.”
Doctors who actively pursue high-demand specialties, locum shifts, and private work can outperform peers by £50,000 to £150,000 annually.
“NHS salary is the full picture.”
Total earnings often include multiple income streams beyond base pay, especially for consultants and GPs.
From a hiring perspective, salary is linked to perceived value.
Specialisation depth
Leadership roles
Efficiency and patient throughput
Clinical outcomes
Reputation and network
Doctors who demonstrate these qualities are:
Offered better roles
Access higher-paying opportunities
Fast-tracked into leadership
Clinical expertise (specialisation)
Income diversification (locum + private)
Geographic arbitrage (high-demand areas)
Brand and reputation (referrals)
Name: Dr. James Carter
Location: London, UK
Title: Consultant Orthopaedic Surgeon
Professional Summary
Highly specialised Consultant Orthopaedic Surgeon with over 12 years of clinical experience, delivering complex surgical interventions and leading multidisciplinary teams. Recognised for high patient throughput, exceptional surgical outcomes, and strong private referral network generating significant revenue streams.
Key Skills
Orthopaedic Surgery
Joint Replacement
Trauma Management
Clinical Leadership
Private Practice Development
Patient Outcome Optimization
Professional Experience
Consultant Orthopaedic Surgeon – NHS Trust, London
2018 – Present
Delivered over 1,500 surgical procedures with a 98% success rate
Reduced patient waiting times by 30% through process optimisation
Led a team of 15 junior doctors and clinical staff
Private Practice Consultant – London Clinic
2019 – Present
Built a private patient base generating £250,000+ annual revenue
Established referral partnerships with leading GPs and clinics
Registrar – Orthopaedics
2013 – 2018
Managed high-volume trauma cases
Assisted in complex surgical procedures
Education
MBBS – University of Manchester
MRCS – Royal College of Surgeons
Certifications
GMC Registered Specialist
Advanced Trauma Life Support (ATLS)
Key Achievements
Top 5% surgical outcome performance in NHS Trust
Recognised for excellence in patient care and innovation
Short term:
Mid to long term:
Strong income stability
High earning ceiling (especially with private work)
You are trading:
For:
Key trends shaping salaries:
Increased demand for GPs and psychiatrists
Growth of private healthcare
Rising locum rates
Workforce shortages increasing bargaining power
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