Published 13 April 2026 · 6 min read
UK Minimum Wage 2026 — Rates for Every Age Group
Whether you've just started a new job, you're hiring your first employee, or you're squinting at your payslip wondering if the numbers add up — you're probably here because you need to know the current UK minimum wage rates. It's one of those things that affects millions of people but somehow stays confusing, partly because the government uses two different names for what's basically the same thing. We'll clear that up and cover everything you need to know.
Current UK minimum wage rates for 2026
Here are the hourly rates that apply from April 2026. The National Living Wage (NLW) covers workers aged 21 and over, while the National Minimum Wage (NMW) covers younger workers and apprentices.
| Age Group | Hourly Rate | Weekly (37.5 hrs) | Annual (full-time) |
|---|---|---|---|
| 21 and over (NLW) | £11.44 | £429.00 | £22,308 |
| 18 to 20 | £8.60 | £322.50 | £16,770 |
| 16 to 17 | £6.40 | £240.00 | £12,480 |
| Apprentice | £6.40 | £240.00 | £12,480 |
The annual figures are based on a standard 37.5-hour working week across 52 weeks. Your actual take-home will differ depending on your contracted hours, overtime, and any time off. Quick note on apprentices: the apprentice rate covers those aged under 19, or those 19 and over who are in their first year of an apprenticeship. After that first year, you're entitled to whichever rate matches your age group.
How to calculate your annual salary from an hourly rate
This trips people up all the time, so here's the simple maths. Take your hourly rate, multiply it by the number of hours you work per week, then multiply by 52. So at £11.44 an hour on a 37.5-hour week, that's £11.44 × 37.5 × 52 = £22,308 a year before tax. If you work 40 hours a week, it'd be £23,795. Easy enough once you know the formula.
Remember, this is gross pay — before tax, National Insurance, pension contributions, and any other deductions. Your actual take-home pay will be lower. If you want to quickly convert between hourly, weekly, monthly, and annual figures, we've got a free tool for that (linked below).
NLW vs NMW: what's the difference?
Right, this confuses almost everyone, so let's clear it up. The National Living Wage (NLW) is the highest minimum rate — it's for workers aged 21 and over. It was introduced in April 2016, originally just for those 25 and over. The age threshold dropped to 23 in 2021, then to 21 in April 2024.
The National Minimum Wage (NMW) refers to the lower rates for younger workers and apprentices. Both are legally enforceable. If your employer pays less than the right rate for your age, they're breaking the law. Full stop.
And there's a third one that catches people out: the Real Living Wage. This is completely separate — it's a voluntary rate set by the Living Wage Foundation based on actual living costs, and it's usually higher than the NLW. Some employers choose to pay it and get accredited, but there's no legal requirement to do so. Don't confuse it with the government rate.
When do the rates change?
New rates kick in every April. The Low Pay Commission — an independent body with employer reps, union reps, and economists — does the research and recommends rates to the government each autumn. They look at inflation, average earnings, employment data, and the impact on small businesses. The government usually accepts the recommendations as-is, and the new rates start the following April.
So if you're reading this after April 2026, it's worth double-checking that the rates above are still current. We update this page when new rates are announced.
A quick history lesson
The UK's National Minimum Wage started on 1 April 1999 at £3.60 an hour. At the time, there was a proper debate about whether it'd cause mass unemployment. It didn't — employment kept growing, and it's widely considered a success. The rate's gone from £3.60 to over £11 in just over two decades, comfortably outpacing inflation.
The National Living Wage arrived in 2016 at £7.20 for workers 25 and over. Since then the government's been pushing it up faster than the NMW, and lowering the age threshold has extended the higher rate to millions more workers.
What to do if you're being underpaid
This happens more often than you'd think, and it's not always deliberate. Here's what to do:
Step 1: Check your payslip. Divide your gross pay by the hours you actually worked. Remember to include mandatory training time, opening/closing up, and travel between work sites during your shift. If your effective hourly rate falls below the minimum for your age group, something's wrong.
Step 2: Raise it with your employer in writing. A lot of underpayment is genuine error — wrong age band, forgetting about training hours, that sort of thing. Many employers will fix it immediately once you point it out. Keep copies of everything you send.
Step 3: Contact HMRC if it's not resolved. You can file a complaint with HMRC's National Minimum Wage helpline. They'll investigate confidentially — your employer won't be told who complained. You can also get advice from ACAS, Citizens Advice, or your trade union.
And here's the important bit: you're legally protected from being sacked or treated badly for raising this. If your employer retaliates, you may have grounds for an employment tribunal claim. Don't let anyone bully you into accepting less than you're owed.
Common mistakes people make
Assuming everyone gets the same rate. They don't. Your age determines your rate, and it can make a significant difference — over £5,500 a year between the 16-17 rate and the NLW on a full-time contract. Always check which band applies to you.
Forgetting that all working time counts. If you're required to be somewhere for your job — training, team meetings, opening up before your shift officially starts — that's working time and it must be paid at least at minimum wage.
Not knowing about deductions. If your employer deducts money for a uniform, equipment, or other costs and that pushes your effective hourly rate below the minimum, that's unlawful. The minimum wage is what you must actually receive, not just what's written on the contract before deductions.
Confusing NLW with the Real Living Wage. The NLW is the legal minimum. The Real Living Wage is a voluntary higher rate. Just because your employer doesn't pay the Real Living Wage doesn't mean they're underpaying you in legal terms.
Tips for employers
- Check age bands carefully. When a worker turns 18 or 21, their minimum rate changes. Build reminders into your payroll system so you don't miss the switch.
- Update rates every April. Set a calendar reminder for 1 April each year. Forgetting to apply the new rates is one of the most common compliance mistakes.
- Audit your deductions. If you charge for uniforms, training materials, or tools, make sure those deductions don't drag anyone below the minimum. HMRC will check.
- Keep accurate records. You're legally required to keep records showing you're paying at least the minimum. If HMRC comes knocking, you'll need them.
- Pay apprentices correctly. After their first year (or once they turn 19, whichever comes later), they move to the age-appropriate NMW rate. Don't keep paying the apprentice rate by mistake.
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