SAS eligibility and permanency framework

Chapters

What this guidance is for

This guidance details the steps for LEDs who are currently working in a role that is comparable to the roles, duties and responsibilities of a SAS doctor who wish to transfer to a permanent SAS contract. LEDs must have been employed at the same trust for 24 months or more.

Supporting LEDs to advance their careers

As part of the SAS deal agreed between the Department of Health and Social Care and the British Medical Association (BMA) in June 2024, it was decided that a process would be developed to allow locally employed doctors (LEDs) who have been fulfilling a role that is comparable to the roles, duties and responsibilities of a SAS doctor for 24 months or more with the same employer, to be offered the opportunity to move to a permanent SAS contract. The aim is to ensure that LEDs are given the opportunity to advance their careers, transition to SAS roles where appropriate and offer job security.

This guidance details the steps for LEDs who are currently working in a role that is comparable to the roles, duties and responsibilities of a SAS doctor who wish to transfer to a permanent SAS contract. The doctor and employer will work together to ensure a smooth transition, with this guidance offering a clear and structured outline of the necessary steps, qualifications and requirements of the framework.

For the purpose of this document, whenever ‘doctor’ is used, it is intended to mean a doctor or dentist, and this process applies to both. References to the SAS TCS mean either the specialty doctor 2021 TCS or the specialist 2021 TCS, depending on to which grade the LED is moving.

Download a PDF version of the SAS permanency and eligibility framework (PDF).

Eligibility criteria for LEDs

This guidance applies to LEDs who have been employed at the same trust for 24 months or more and are carrying out the roles, duties and responsibilities comparable of a SAS doctor. Outlined below are the eligibility requirements for LEDs to be considered for a transfer to a SAS contract.

Qualifications:

Hold a valid medical degree.
If demonstrably required for the role, based on the person specification, hold Royal College membership or equivalent competencies.

Conditions:

Currently employed on a local employment contract (or contracts) for 24 continuous months or more with the same employer and in a role that is comparable to the roles, duties and responsibilities of a SAS doctor. A role comparable to a SAS doctor for eligibility purposes should be assessed by comparing the doctor’s actual duties, scope of practice and level of clinical responsibility against the relevant SAS job description/person specification and local clinical governance arrangements. Job title, pay scale and rota position may be considered as supporting indicators and where they align with SAS-level work, will normally be accepted as evidence of comparability.
Completed at least four years post-graduate training with two in the relevant specialty (or equivalent if less than full time). This may include overseas training or experience gained outside a formal UK training programme, where the doctor can demonstrate equivalent specialty competencies and scope of practice through documented clinical roles, supervised practice or recognised international qualifications.

Requirements:

Professional competency evaluation form to be completed with employment history included.

Form to be signed by current educational/clinical supervisor or equivalent then submitted to medical workforce for review.

Window of opportunity - staged approach

The six month choice window

1 September 2026 until March 2027.

To support a clear and structured process for transferring from an LED contract to a permanent SAS contract, the following stages apply:

Stage one: initial choice window

Eligible LEDs can express interest in transferring to a permanent SAS contract during a six-month choice window from 1 September 2026 until March 2027.
Employers must notify all eligible LEDs of:
- The transfer process
- The time constraint
- Their eligibility (24 months of continuous employment carrying out a comparable role to a SAS doctor)
If an employer fails to notify, the LEDs window should be extended accordingly.

Stage two: submission of competency evaluation

During the choice window, the LED completes the professional competency evaluation form (Annex 1).
The form must be signed by the LED and their clinical/educational supervisor and submitted to medical workforce for review.
Employers will ensure applicants have clearly signposted access to support in completing the competency evaluation form, including support from a SAS advocate, SAS tutor or other equivalent supportive roles, where available.

Stage three: employer review

Within six weeks, the employer reviews the form to confirm:
- The LED meets the basic entry criteria for the SAS grade.
- The current role is comparable to a SAS doctor’s duties and responsibilities.

Stage four: outcome

If eligible, the job planning process begins as set out in Schedule 4 of the SAS TCS.
Following completion of this process, the employing organisation will offer the doctor a job plan and new contract in writing.
Following the offer, the doctor has one calendar month within which to accept or decline the offer in writing.
If not eligible, the LED must incorporate the gaps identified in the “no” or “partial” sections of the competency form into their personal development plan.
These gaps should be addressed before reapplying.
The LED can next discuss and apply at the time of their next annual appraisal.

During the initial implementation of this process, LEDs, if eligible, can express their interest to move to a permanent SAS contract during a six-month choice window, from 1 September 2026 until March 2027.

Employers will be required to contact all eligible LEDs to make them aware of the transfer process, their eligibility and the time constraint. Failure to do so on the part of the employer should not prove detrimental to the LED, and their window of interest should be accordingly extended. Eligible doctors should apply during this window of opportunity. However, if they do not apply during the choice window, they can discuss their career development during their next annual appraisal where able, including whether a permanent SAS role is appropriate and requested.

After the initial implementation and following the closure of the choice window, employers may set up a fixed-term indicator or diary reminder locally on ESR so that, in the run up to 24 months’ service, they can identify doctors who may be eligible. When a doctor approaches or reaches 24 months of continuous service in a comparable role, the employer should contact them to make them aware that they can apply, should they wish to, by following the process set out above.

LEDs reaching 24 months of employment during the choice window

LEDs who reach 24 months of employment during the choice window are eligible to enter the process, even if their six-week employer review period extends beyond the official choice window dates. The same staged process applies as set out above.

Standard process after the choice window

Once the initial choice window closes, LEDs who reach 24 months of employment in a comparable role can apply to transfer to a permanent SAS contract at this stage following the process detailed above.

It is expected that this process will form part of regular workforce planning and talent management activities, to ensure that LEDs are supported to progress into SAS roles where appropriate.

Salary on transfer

As set out in Schedule 12 paragraph 4 of the SAS Terms and Conditions of Service, the default position when doctors enter the SAS grade is to place them on the minimum point of the pay scale. However, where they have experience in the same or higher grade or equivalent (measured in terms of the current maximum rate of full time basic salary), such experience should be recognised in line with the provisions of Schedule 12 paragraphs 5-8 when determining their starting salary. The employer may also take equivalent non-NHS experience into account.

This policy does not however intend to replace any pre-existing local contractual pay protection provisions for LEDs upon transferring to a SAS contract.

Evidence of service at the same or higher grade or equivalent

To enable accurate pay placement, doctors must provide an up-to-date CV detailing all previous posts, grades and dates so that equivalent service can be assured. Supporting evidence such as that from appraisals, job plans and work schedules may also be submitted. Assessment of equivalent experience for pay placement should be made in line with Schedule 12 of the 2021 SAS Terms and Conditions of Service, taking account of evidence of the doctor’s scope of practice, level of responsibility and relevant experience. Where such evidence demonstrates work at a level comparable to SAS duties, this should normally be recognised for pay placement purposes under this Framework. This may include LEDs who are assessed as having held roles, duties and responsibilities comparable to a SAS doctor, despite being contracted on non-SAS pay arrangements.

LEDs do not receive pay protection when transferring to SAS contracts, but their experience must be properly recognised and any reduction in pay must be justified and evidence based.

Additional information

An expression of interest by way of completion of the competency evaluation form is not legally binding, nor shall it oblige the doctor to transfer to SAS TCS but will signify that the doctor wishes to be considered for a SAS contract and commence the job planning process in the expectation of transferring.

During the process, if the employer determines that the LED has not provided sufficient evidence to demonstrate that their role is comparable to a SAS role, the employer should however explore offering an alternative permanent contract to the doctor. If the employer is unable to do so, there should be an explanation as to the reasons why, alongside a description of how the trust will support the individual into accessing a more secure, long-term contract should they wish to do so.

If the doctor feels the decision does not fully consider how the evidence supports the equivalence of their current role to a SAS post, they may refer to their organisation’s grievance policy and procedures.

Process map and supporting promotional posters

To support local implementation, we've created posters to help employers promote the SAS EPF to their workforce.

You can also view our process map which provides a clear overview of how the framework works in practice.

Annex one - LED professional competency evaluation form

Instructions: This document is to be completed by the locally employed doctor who would like to be considered to transfer to a permanent SAS contract. It is expected that the doctor completing this form can demonstrate that their current role is comparable to the roles, duties and responsibilities of a SAS doctor.

Once completed, the form should be reviewed and signed by your educational or clinical supervisor and then submitted to medical workforce for review.

It is important to maintain all records of communication, assessments and decisions making during this process. Records should be stored securely according to your data protection rules.

Download an editable Word version of the evaluation form.

Frequently asked questions (FAQs)

Q1. What is expected of employers under the framework?
Employers need to:
- Make your LEDs aware of the new framework
- Provide a structure within which doctors can express interest throughout the “choice window” (1 September 2026 – 31 March 2027)
- Support competency assessment and verification
- Undertake a timely review (typically within six weeks)
- Offer a permanent SAS contract where criteria are met
- Follow the standard process after the choice window closes.
There is an expectation that employers work collaboratively with the doctor to ensure a fair and transparent process.
Q2. What does “comparable to a SAS role” mean?
It refers to roles where the locally employed doctor is already:
- undertaking duties and responsibilities comparable to that of a SAS doctor
- operating at a level expected of SAS doctors
- demonstrating appropriate clinical competencies
Employers should review job plans, responsibilities and evidence of practice to confirm comparability.
Q3. What’s the “choice window” and how should employers manage it?
The choice window is a time-limited period for LEDs who meet the eligibility criteria at the start of the process to apply to transfer under the framework (September 2026 – March 2027). If an eligible LED does not apply during this period, their next opportunity to apply will be at their next appraisal.
Employers should:
- proactively communicate with eligible staff and ensure all LEDs are aware of the framework
- set out a clear local timetable, points of contact and the evidence required from doctors
- provide support for application and evidence submission if required from the SAS advocate, SAS tutor or alternative
- make clear how applications will be reviewed, when decisions will be made and how outcomes will be communicated.
After the choice window closes, the standard process will apply to LEDs who reach 24 months in a comparable local role after March 2027. Applications can then be considered as eligible doctors come forward, evidence should be reviewed and decisions should normally be made within six weeks, with outcomes communicated clearly and documented.
Q4. What evidence is required to support an application?
Employers should expect from the doctor:
- a completed professional competency evaluation form
- sign-off of the form by a clinical or educational supervisor
- evidence of experience, competencies and scope of practice
Employers are responsible for reviewing and validating this evidence during the process to assess whether it meets the criteria.
Q5. What is the employer review process?
Once the application is submitted, the employer reviews the eligibility and competency evidence and a decision on whether the doctor is able to transfer to a permanent SAS contract should be made within six weeks. Outcomes need to be clearly communicated and documented.
Q6. What happens if a doctor meets the criteria?
The employer will offer a permanent SAS contract under national terms and conditions, ensure an appropriate salary placement based on experience, and enter the job planning process.
Q7. When should the new contract start date be?
The new SAS contract should be the date the job plan has been agreed and signed off. This ensures the permanent SAS contract reflects the agreed duties, responsibilities and working arrangements from the point of transfer.
Q8. What happens if a doctor does not meet the criteria?
If a doctor does not meet the criteria, employers should provide clear feedback and ensure they have an appropriate development conversation about the outcome, any areas for further development and their future career aspirations. Employers should also consider whether there are other suitable routes or opportunities that could support progression.
Q9. How should employers prepare locally?
We’d recommend mapping your eligible LEDs and establishing an internal governance and decision panel. Speak to your clinical leads and familiarise them with the competency evaluation form and ensure clear communication and guidance for staff.
Q10. What happens if a doctor is on extended sick leave or maternity leave?
Doctors who are on extended sick leave, maternity leave or another form of long-term leave should be contacted about the SAS EPF process at the same time as other eligible doctors.
Employers should ensure communications are accessible and sensitive to the individual’s circumstances, including any agreed contact arrangements during leave, so the doctor has the same opportunity to understand the process, express interest and provide evidence where appropriate.
Q11. Does the framework apply to locally employed dentists as well as doctors?
Yes, the term “doctor” within the guidance includes both locally employed doctors and dentists where applicable.
Q12. Can an LED apply to move to a specialist post?
Yes. LEDs can apply to move to a permanent specialist post through the framework, provided they meet the eligibility criteria.
As part of the application process, they should complete the professional competency evaluation form, which is based on the entry criteria for a specialty doctor and is part of the framework process. They should also provide evidence demonstrating that their current role is comparable to a specialist role and that they meet the requirements of the specialist generic capabilities framework.
Q13. Can overseas experience be counted towards salary placement?
Yes. Once an LED has met the eligibility criteria and is going through the transfer process, overseas training and experience can be considered when assessing salary placement and relevant experience. The LED will need to provide evidence of equivalent specialty competencies, as set out in the guidance.
Q14. How should continuous service be considered for the SAS eligibility and permanency framework?
For this framework, the relevant test is not continuous NHS service across different employers. The published guidance says the doctor must be currently employed on a local contract (or contracts) for 24 continuous months or more with the same employer, in a role comparable to a SAS doctor. Where there has been a break between local contracts with the same employer, the guidance does not currently define what type or length of break, if any, can be disregarded, so those cases may need local review.
Q15. We have seen references to both the SAS eligibility and permanency framework and permanent contracts for doctors on resident terms and conditions. Which framework should employers use?
There’s not a single route for LEDs. The appropriate framework depends on the role being undertaken and the contractual model that best reflects the doctors’ duties and responsibilities.
There are currently two distinct developments that may apply to different groups of LEDs.
The SAS EPF is intended for LEDs who are working in roles that are comparable to a SAS post, who meet the eligibility criteria and have been working in that role in the same trust for 24 months or more. The purpose of the EPF is to provide a route for eligible doctors who have been undertaking duties and responsibilities equivalent to SAS doctors to move onto nationally recognised SAS TCS if they wish to do so.
Separately, following agreements reached as part of the resident doctor deal, employers will offer greater contractual security to LEDs working in posts that are aligned to resident doctor roles. (The deal identifies LEDs as those paid according to a pay point that exists under the 2016 Terms and Conditions of Service for NHS Doctors and Dentists in Training (England) (TCS) or 2002 TCS).
From August 2026, LEDs will be offered to move onto a permanent contract, unless there’s a legitimate reason such as covering a fixed term absence. From September 2026, LEDs will be given the option to move to contracts which mirror the 2016 Doctor in Training TCS and then in Spring 2027, LEDs will be given the option to move onto nationally agreed standard contracts.
The residents deal will require employers to offer appropriate LEDs permanent and amended resident contracts. The SAS EPF framework asks LEDs to apply for permanent SAS by demonstrating that they believe their role they are undertaking is equivalent to a SAS role.
The key principle is that LEDs should be employed on terms and conditions that appropriately reflect the work they undertake, with fair access to development and career progression while recognising that resident doctor equivalent and SAS equivalent roles may require different contract solutions.