Understanding nursing pay in Ireland can feel overwhelming, especially with frequent national updates, public service agreements, allowances, and incremental rules. This comprehensive guide explains how nursing pay scales work in 2026, including the new February and June pay increases under the Public Service Agreement 2024–2026, increments, Long Service Increments (LSIs), allowances, pension considerations, and what these adjustments mean for every nurse working in the HSE or Section 38 organisations.
Table of Contents
- Key 2026 Pay Increases for HSE Staff
- 2026 Pay Adjustments at a Glance
- Public Service Agreement 2024–2026: Complete Timeline
- What Are Nursing Pay Scales?
- Estimated Nursing Pay Scales 2026
- Staff Nurse / Staff Midwife
- Clinical Nurse Manager / Clinical Midwife Manager Scales
- Advanced Practice and Leadership Roles
- Understanding Incremental Points
- Long Service Increments (LSIs)
- Allowances Explained
- Common Nursing Allowances Include:
- Part-Time and Reduced Hours Pay
- Pension and Superannuation Considerations
- Key Points:
- Acting-Up, Temporary Promotions and Higher Grade Posts
- Local Bargaining Provisions
- Why Pay Scales Are Important for Career Planning
- Looking Ahead
- Key Takeaways for 2026
- Related Posts
Key 2026 Pay Increases for HSE Staff
For Irish Health Service Executive (HSE) staff, 2026 includes further pay increases under the Public Service Agreement 2024–2026. This deal delivers up to 10.75% for some workers over the agreement period, with opportunities for local bargaining adding potential additional gains.
2026 Pay Adjustments at a Glance
- 1 February 2026: A 1% increase in basic salary or €500, whichever is greater
- 1 June 2026: A further 1% increase in basic salary
Note: The €500 minimum floor on the February increase means lower-paid nursing grades receive a proportionally larger percentage increase, benefiting newly qualified and early-career nurses.
Public Service Agreement 2024–2026: Complete Timeline
The Public Service Agreement 2024–2026 has delivered consistent pay improvements across its two-and-a-half-year term. Here’s the complete schedule of increases that have applied or will apply to nursing pay:
| Date | Increase |
|---|---|
| 1 January 2024 | 2.25% or €1,125 (whichever is greater) |
| 1 June 2024 | 1% increase |
| 1 October 2024 | 1% or €500 (whichever is greater) |
| 1 March 2025 | 2% or €1,000 (whichever is greater) |
| 1 August 2025 | 1% increase to basic salary and allowances |
| 1 September 2025 | First phase of local bargaining (1% equivalent) |
| 1 February 2026 | 1% or €500 (whichever is greater) |
| 1 June 2026 | 1% increase |
In total, the agreement provides for increases of approximately 10.25% over the period, comprising 9.25% in general round increases plus provisions for local bargaining mechanisms equivalent to an additional 1% of pay costs, with a further 2% committed for the successor agreement.
What Are Nursing Pay Scales?
Nursing pay scales are nationally approved salary bands used across the Health Service Executive (HSE) and most publicly funded healthcare organisations. Every grade—whether Staff Nurse, Clinical Nurse Manager, Clinical Nurse Specialist, Advanced Nurse Practitioner, or Director of Nursing—has a structured scale with fixed incremental points.
These scales are set by the Department of Health and the Department of Public Expenditure, NDP Delivery and Reform, and they apply uniformly nationwide. Employers cannot pay above or below these approved rates, even using non-Exchequer funds.
Estimated Nursing Pay Scales 2026
The following tables show estimated salary ranges for key nursing grades, applying the February and June 2026 increases to the August 2025 scales. Official consolidated scales will be published by the Department of Health following each pay adjustment.
Staff Nurse / Staff Midwife
| Point | Estimated Annual Salary (Post-June 2026) |
|---|---|
| Point 1 (Entry) | €36,400 – €37,800 |
| Point 6 (Mid-scale) | €43,500 – €45,000 |
| Point 12 (Maximum) | €51,500 – €53,000 |
| LSI 1 | €54,000 – €55,500 |
Estimates based on applying 2026 increases to August 2025 rates. Exact figures will be confirmed in official Department of Health circulars.
Clinical Nurse Manager / Clinical Midwife Manager Scales
| Grade | Entry Point (Est.) | Maximum (Est.) | LSI (Est.) |
|---|---|---|---|
| CNM1 / CMM1 | €58,000 – €59,500 | €68,500 – €70,000 | Where applicable |
| CNM2 / CMM2 / CNS | €63,000 – €64,500 | €74,500 – €76,500 | €79,500 – €81,500 |
| CNM3 / CMM3 | €72,500 – €74,500 | €82,000 – €84,000 | Where applicable |
Advanced Practice and Leadership Roles
| Grade | Salary Range (Est. 2026) |
|---|---|
| Advanced Nurse Practitioner (ANP) | €72,000 – €88,000 |
| Assistant Director of Nursing (ADON) | €73,500 – €91,000 |
| Director of Public Health Nursing | €95,500 – €110,000 |
| Director of Nursing (Band 1) | €97,500 – €114,000 |
Understanding Incremental Points
Most nursing grades contain between 6 and 12 incremental points. Nurses typically progress upward every 12 months of satisfactory service until reaching the maximum point.
A Staff Nurse might start at Point 1 and progress annually through each point until Point 12, with each point representing a higher salary. This structured progression rewards experience and commitment to the role.
Important: Increment delays or adjustments may apply in cases such as extended unpaid leave, career breaks, or part-time employment, depending on HSE policy. Contact your HR department for specific guidance on your incremental progression.
Long Service Increments (LSIs)
After reaching the final standard point on a scale, some nursing grades offer Long Service Increments. LSIs reward extended service and significantly increase lifetime earnings for nurses who remain in clinical roles.
- LSI 1 – awarded after 3 years on the maximum point
- LSI 2 – awarded 3 years after LSI 1
- LSI 3 – awarded 3 years after LSI 2 (for certain senior grades only)
LSIs are shown in bold in the official Department of Health consolidated salary scales and typically count toward pensionable remuneration.
Allowances Explained
Only nationally approved allowances may be paid. The Department of Health states clearly that no unapproved allowances may be paid, and all allowances must match those listed in the Consolidated Salary Scales.
Common Nursing Allowances Include:
- Location allowances – for nurses working in specific high-dependency areas such as ICU, ED, oncology, long-stay elderly care, secure mental health units, certain maternity departments, and medical/surgical wards (€2,716–€4,121 depending on category)
- Qualification allowances – including midwifery qualification allowance and dual-qualification allowance
- Specialist duty allowances
- On-call allowances – for eligible grades with on-call responsibilities
- Team leader or shift allowances – in relevant services
Theatre on-call arrangements provide specific payments including 12-hour on-call blocks with higher rates on weekends and public holidays, plus call-out fees based on operation length.
Part-Time and Reduced Hours Pay
Pay for part-time, job-share, or reduced-hours nurses is calculated based on the full-time rate using a strict pro-rata basis.
Calculation Formula: Annual full-time rate ÷ 52.18 = weekly rate
The weekly rate is then adjusted pro-rata depending on contracted hours. Any general percentage increase is applied to the full-time basic salary first, before calculating the part-time rate.
This ensures fairness and consistency across all working arrangements within the HSE.
Pension and Superannuation Considerations
Public service pension schemes calculate retirement benefits using the approved salary scale and any sanctioned pensionable allowances.
Key Points:
- Pension is based on substantive grade and approved salary points
- Only approved pensionable allowances are included in calculations
- Unapproved allowances cannot be used for pension calculations
- LSIs typically count toward pensionable remuneration
- Pay parity for pre-existing pension schemes has been agreed for the lifetime of the 2024–2026 agreement
Staff who retired on or after 1 January 2024 may have lump sums revised based on pay adjustments. Guidance on pension calculations is issued following agreement ratification.
Acting-Up, Temporary Promotions and Higher Grade Posts
Nurses acting into a higher grade (such as CNM1 or CNM2) may receive higher-rate remuneration only after meeting specific criteria:
- Holding the acting position beyond 84 days (pay then backdated to day 1)
- Appropriate sanction where required
- Performance of the full duties of the higher grade
- Contracts over 12 months require Department of Health sanction
This policy ensures fairness and prevents inappropriate use of acting allowances across the health service.
Local Bargaining Provisions
The Public Service Agreement 2024–2026 includes provisions for local bargaining, allowing trade unions to negotiate additional changes in pay and conditions up to a maximum of 3% of pay costs. This may include proposals involving changes in structures, work practices, or other conditions of service.
The first phase of local bargaining (1% equivalent) became payable from 1 September 2025, with the remaining 2% balance due for implementation during the successor agreement commencing July 2026.
Why Pay Scales Are Important for Career Planning
Understanding nursing pay structures helps you:
- Compare roles and grades effectively
- Plan career progression with clear financial expectations
- Understand the financial impact of moving to CNM, CNS, or ANP roles
- Estimate long-term pension benefits accurately
- Negotiate acting-up or cross-cover duties appropriately
- Make informed decisions about specialisation and leadership pathways
Whether you are newly qualified or considering senior leadership positions, the 2026 scales provide clear, structured pay expectations that support informed career decisions.
Looking Ahead
The Public Service Agreement 2024–2026 concludes on 30 June 2026. A successor agreement is expected to be negotiated, which will address the remaining 2% local bargaining provisions and future pay adjustments.
With ongoing national workforce reform under Sláintecare and continued investment in nursing retention and recruitment, nursing pay in Ireland will continue to evolve. Staying informed ensures nurses can make empowered decisions about their careers and professional development.
Key Takeaways for 2026
- Two pay increases scheduled: February (1% or €500) and June (1%)
- Total agreement value approximately 10.25% plus local bargaining
- All increases apply to basic salary and pensionable allowances
- Only Department of Health approved rates may be paid
- LSIs continue to reward long-term service commitment
- Successor agreement negotiations expected during 2026
Disclaimer: This guide provides general information based on publicly available details of the Public Service Agreement 2024–2026 and Department of Health circulars. Estimated salary figures are illustrative and subject to official confirmation. Always consult your HR department or the official Department of Health Consolidated Salary Scales for authoritative pay information relevant to your specific grade and circumstances.
