The National Living Wage and National Minimum Wage set the legal floor for pay in the UK. Millions of workers are unaware of their exact entitlements or don't know how to challenge underpayment. Here are all the rates that apply from April 2026 and what to do if you think you're being paid less than you should be.
2026/27 Minimum Wage Rates
The following rates apply from 1 April 2026: National Living Wage (21 and over): £12.71/hour. Age 18–20: £10.85/hour. Age 16–17: £8.00/hour. Apprentice rate: £8.00/hour (applies to apprentices under 19, or 19+ in the first year of apprenticeship). These are gross hourly rates, before tax and National Insurance. Employers cannot pay below these rates to any eligible worker, including part-time and casual workers.
- 21+: £12.71/hour (National Living Wage)
- 18–20: £10.85/hour
- 16–17: £8.00/hour
- Apprentice: £8.00/hour (under 19, or first year)
- Annual full-time equivalent at NLW: ~£23,790 (based on 36-hour week)
What Counts Toward Minimum Wage
Not all pay elements count toward the minimum wage calculation. Items that DO count: basic pay, and bonuses and commission for the pay period they are paid in. Items that do NOT count: premium pay for overtime or shifts (only the basic rate counts), tips, gratuities and service charges (however they are paid, including through payroll), allowances for tools, clothing or travel, pension contributions and most benefits in kind (accommodation is the exception, up to the accommodation offset). This means an employer cannot use tips or benefits to top up pay to minimum wage level.
Common Minimum Wage Violations
HMRC names and shames employers who underpay. Common violations: deducting uniform or equipment costs that bring pay below minimum wage; not paying for travel between jobs in care work; sleep-in shifts in care work (the rules are complex, so check current gov.uk guidance); deducting accommodation that exceeds the accommodation offset (£11.10/day from April 2026); unpaid training time that is mandatory for the job. If you're a salaried employee working significantly more than contracted hours, check your effective hourly rate.
What should I do if I think I'm being underpaid?
First, calculate your effective hourly rate from your payslip. If it's below the legal minimum: (1) raise it with your employer in writing; (2) if unresolved, contact HMRC via gov.uk/minimum-wage-complaint or call the Acas helpline (0300 123 1100); (3) you can also complain to an employment tribunal. HMRC investigates all complaints confidentially.
Can my employer be prosecuted for underpaying minimum wage?
Yes. HMRC can require employers to repay arrears plus penalties of up to 200% of the underpayment (minimum £100, maximum £20,000 per worker). Serious cases can result in criminal prosecution and public naming.
Minimum Wage and Zero-Hours Contracts
Workers on zero-hours contracts are entitled to the same minimum wage protections as other workers. Employers cannot use unpredictable hours to avoid paying minimum wage. You must be paid at least the minimum wage for all the time you actually work, but there is currently no general legal right to be paid for a shift that is cancelled or cut short unless your contract says so. The Employment Rights Act 2025 will give zero-hours and low-hours workers a right to be offered guaranteed hours that reflect the hours they regularly work, plus compensation for shifts cancelled at short notice; these changes are expected to start in 2027.
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- national living wage
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- HMRC pay