The National Living Wage is £12.21 per hour from April 2026 — the legal minimum for workers aged 21 and over in the UK. Below that age, lower rates apply. Every worker is entitled to these rates regardless of sector, business size, hours worked, or employment contract type.
This hub covers the 2026/27 rates, who qualifies, what counts as pay, and what to do if you are not being paid correctly.
National Minimum Wage Rates 2026/27
These rates apply from 1 April 2026:
| Worker category | Hourly rate (April 2026) | Change from 2025/26 |
|---|---|---|
| National Living Wage (aged 21+) | £12.21 | +6.7% (up from £11.44) |
| Aged 18–20 | £10.00 | +16.3% (up from £8.60) |
| Aged 16–17 | £7.55 | +18.0% (up from £6.40) |
| Apprentice rate | £7.55 | +18.0% (up from £6.40) |
The apprentice rate applies to apprentices aged under 19, and to apprentices aged 19 or over who are in the first year of their apprenticeship. Once an apprentice aged 19+ completes their first year, they are entitled to the rate for their age group.
Who Qualifies for the National Minimum Wage?
The NMW applies to:
- Workers — whether employees, zero-hours workers, casual workers, or agency workers
- Part-time and full-time workers equally
- Workers of all nationalities (provided they work in the UK)
The NMW does not apply to:
- Self-employed people running their own business
- Company directors (unless they also have a worker or employment contract)
- Volunteers and voluntary workers
- Members of the armed forces
- Family members living and working in a family business
The Living Wage Foundation Rate
The government’s National Living Wage is distinct from the Real Living Wage published by the Living Wage Foundation. The Real Living Wage is a voluntary rate calculated based on actual cost of living:
| Rate | Amount (2026) |
|---|---|
| UK Real Living Wage | £12.60/hour |
| London Living Wage | £13.85/hour |
Some employers — around 15,000 — have voluntarily committed to pay the Real Living Wage. It is always higher than the government minimum.
What Counts as Pay for Minimum Wage Purposes?
HMRC calculates compliance by comparing total gross pay against total hours in a pay reference period. Not everything counts as pay:
Does count:
- Basic salary and hourly wages
- Incentive payments and commission
- Performance bonuses paid in the reference period
- Accommodation offset (up to £10.66/day)
Does not count:
- Tips, gratuities, and service charges passed directly to workers
- Overtime premiums (only the basic rate is counted — not the premium element)
- Loans and salary advances
- Pension contributions paid by the employer
- Benefits in kind other than accommodation
Hours That Count
Minimum wage compliance is checked against all working time — not just contracted hours. Time that must be counted includes:
- All time at work or required to be at work (including waiting time)
- Training required by the employer during working hours
- Travel time during the working day (not ordinary home-to-work commute)
- Time spent on call at the workplace (even if not active)
- Mandatory sleep-in shifts (if at the workplace)
Employers who fail to count all working time risk non-compliance even if the headline hourly rate appears above the minimum.
Common Deductions That Can Breach the Minimum Wage
Some employment practices can inadvertently push effective pay below the minimum:
| Practice | Risk |
|---|---|
| Charging for uniforms | Deductions that reduce net hourly rate below minimum are unlawful |
| Tool hire deductions | Same — employer must absorb cost if it breaches minimum |
| Late-night travel costs deducted | Unlawful if reducing pay below minimum |
| High apprenticeship training charges | HMRC has found breaches where apprentices pay back excessive training costs |
The only lawful benefit-in-kind offset is accommodation — at a maximum of £10.66 per day in 2026/27.
Enforcement and Penalties
HMRC enforces the National Minimum Wage. Employers found in breach face:
- Back pay — all underpayment must be repaid at current rates
- Civil penalty — 200% of the underpayment (minimum £100, maximum £20,000 per worker)
- Criminal prosecution — in serious cases
- Public naming — HMRC publishes a list of employers found in breach
Workers can also bring an Employment Tribunal claim. There is no cap on the amount of underpayment that can be recovered.
Apprenticeship Wages
Apprentices aged under 19, or aged 19+ but in their first year of the apprenticeship, receive the apprentice rate: £7.55/hour in 2026/27. Once they complete their first year and are aged 19+, the age-appropriate rate applies.
Some apprenticeships pay above the minimum — it is worth checking the terms of any apprenticeship offer carefully.
Articles in This Cluster
- National Minimum Wage Rates 2026/27 — Quick Reference — all rates in one table
- National Minimum Wage Guide UK — How It Works — full explainer
- National Minimum Wage April 2026 — What Changes? — the April 2026 increase explained
- UK Minimum Wage Guide — comprehensive overview
- National Minimum Wage Quick Reference — at-a-glance rates
Related Guides
- Payslip Explained — What Do All the Deductions Mean? — understanding your take-home pay
- Income Tax Guide UK 2026/27 — how your salary is taxed
- Employment Rights UK — Your Key Rights at Work — broader employment rights