England
December 2014Read alongside the 2021 SAS contracts, current NHS England and NHS Employers arrangements, and current regional workforce-development structures.
Open the charter PDF ↗Recognition · support · development
Use the charter as a workplace standard.
Each UK nation has a SAS Charter. The documents are practical accountability tools, but their dates and national context differ. Compare the commitment, identify the gap and turn it into a proportionate local action.
Current document set
Four charters, four publication dates
The status below records what the BMA’s charter hub listed when checked on 8 September 2026. It does not silently turn an older charter into a modern contract.
Scotland
May 2024Jointly prepared by BMA Scotland and the Management Steering Group, including NHS Scotland employers and the Scottish Government.
Open the charter PDF ↗Wales
November 2023Updated with BMA Cymru Wales, NHS Wales Employers, Welsh Government and HEIW involvement.
Open the charter PDF ↗Northern Ireland
November 2015The document predates the 2021 contracts and uses older CESR and grade terminology. Apply its principles with current HSC terms and GMC Portfolio Pathway guidance.
Open the charter PDF ↗Publication date and current-listing date are different.
Northern Ireland’s 2015 charter and England’s 2014 charter remain the versions linked from the BMA’s updated 5 January 2026 hub. Read older institutional names, grades and “CESR” references alongside today’s organisations, 2021 contracts and GMC Portfolio Pathway terminology.
Northern Ireland’s 2015 charter and England’s 2014 charter remain the versions linked from the BMA’s updated 5 January 2026 hub. Read older institutional names, grades and “CESR” references alongside today’s organisations, 2021 contracts and GMC Portfolio Pathway terminology.
Shared foundation
Five questions every organisation should answer
ThemePractical expectation
EmploymentAn appropriate contract, clear job description, mutually agreed and regularly reviewed job plan, safe working arrangements and access to applicable national terms.
RecognitionRespect for SAS doctors as senior clinicians, correct attribution of work and opportunity to practise autonomously within competence and governance.
SupportEffective induction, resources, supervision or mentoring, occupational-health and pastoral support, and an environment free from bullying and discrimination.
DevelopmentProtected professional time, appraisal, CPD, study leave, development funding and support for career routes including Portfolio Pathway where chosen.
Voice and leadershipMeaningful representation in LNCs and organisational structures, access to leadership and management roles, and participation in decisions affecting SAS work.
National distinctions
Do not flatten the differences
Foundational but dated
The 2014 charter established core employment, support, development and representation expectations. It refers to HEE and LETBs and predates the 2021 Specialist grade; use current NHS Employers and NHS England workforce structures for implementation.
Current and specific
The May 2024 charter is unusually precise about protected time. On 2022 terms it specifies minimum SPA for job planning, appraisal and revalidation according to the total PAs; it also recognises the SAS development fund and management opportunity.
Updated national commitment
The November 2023 charter links Welsh contracts, annual job planning, SAS Advocates, development and progression. It highlights the Welsh good-practice aspiration of 20% working time for SPA while distinguishing the contractual core minimum.
Principles need current interpretation
The November 2015 charter supports fair terms, annual job planning and appraisal, CPD, study leave, organisational representation and career development. Use current Departmental terms, NIMDTA support and Portfolio Pathway language alongside it.
From document to action
A seven-step implementation review
- 1Choose the correct charter
Use the nation governing the employer and post.
- 2Create a baseline
Review contracts, job plans, SPA, appraisal, study leave, support, leadership access and representation using aggregate information.
- 3Verify the governing term
Separate charter aspiration, contractual entitlement, national guidance and local policy.
- 4Prioritise gaps
Identify patient-safety, contractual, equality and development consequences rather than producing a long undifferentiated list.
- 5Agree ownership
Assign actions to medical leadership, workforce, education, SAS representatives and other accountable roles.
- 6Measure change
Use dates, completion evidence and aggregate outcomes; do not expose individual cases.
- 7Review annually
Repeat the baseline, report progress and connect unresolved issues to the correct contractual or organisational route.
Use with care
Turn the charter into a precise question
Ask what the current charter, contract and policy say; what is happening in practice; what evidence shows the gap; who can change it; and which route is proportionate. This educational guide is independent of the charter authors and is not individual employment advice.