UK National Minimum Wage & Living Wage — UK Guidance

Earning a fair day's pay for a fair day's work is a fundamental statutory right in the UK. The government sets legal minimum wage rates that employers must pay across all sectors of the economy. Rates are reviewed annually based on recommendations from the independent Low Pay Commission, with updated rates coming into force on 1 April each year. Whether you work full-time, part-time, on a zero-hours contract, or as an apprentice, your pay must not fall below these mandatory thresholds.

Statutory Minimum Wage Rates from 1 April 2026

From 1 April 2026, the statutory minimum hourly pay rates across the UK are:

National Living Wage (Workers aged 21 and over): £12.71 per hour.
18 to 20 Year Old Rate: £10.85 per hour.
Under 18 Rate (School leaving age up to 17): £8.00 per hour.
Apprentice Rate: £8.00 per hour.

The Apprentice Rate applies to apprentices under 19 years old, or those aged 19 and over who are in the first year of their apprenticeship programme. Apprentices aged 19 or over who have completed their first year are entitled to the full minimum wage rate for their age group.

Accommodation Offset

If an employer provides you with living accommodation, they can count a statutory daily amount toward your minimum wage calculation. Known as the Accommodation Offset, this is the only benefit-in-kind that can legally count toward minimum wage compliance.

Who Is Entitled to Minimum Wage?

Most workers in the UK are legally entitled to the statutory minimum wage, including:

Full-time and part-time staff
Casual workers and agency staff
Zero-hours contract workers
Pieceworkers (paid by the number of items produced)
Home workers and trainees

Who Is Not Eligible? The minimum wage does not apply to genuinely self-employed individuals, voluntary workers receiving no pay, company directors, members of the armed forces, or students on higher education work placements up to one year.

Calculating Working Time and Illegal Deductions

To check if you are receiving the correct pay, your total earnings in a pay reference period are divided by the total number of hours worked. Crucially, employers must pay you for all working hours, including:

Time spent at work preparing, setting up, or cleaning
Compulsory training sessions
Time spent waiting at the workplace for work tasks
Travelling time during the working day between client appointments or sites (excluding normal commuting between home and work)

Watch Out for Illegal Deductions: Employers cannot make deductions from your wages that bring your effective hourly pay below the statutory minimum. Common unlawful deductions include requiring you to pay for work uniforms, safety equipment, tools, or till shortages.

What to Do If You Are Being Underpaid

If you suspect your employer is paying you below the statutory minimum wage, follow these practical steps:

Check Your Payslip and Hours: Keep a personal log of your daily start, finish, and break times, and compare them against your payslip gross pay.
Speak to Your Employer: Raise the issue informally with your manager or payroll department. It may be an administrative oversight.
Contact Acas: Call the Acas helpline on 0300 123 1100 for confidential, free guidance on employment pay disputes.
Report to HMRC: HM Revenue and Customs (HMRC) enforces minimum wage compliance across the UK. You can report an employer confidentially online via GOV.UK at gov.uk/pay-and-work-rights. HMRC inspectors can investigate employer records, order back-payments for underpaid staff, and issue substantial financial penalties against non-compliant employers.