UK National Minimum Wage Guide (2026/27)
The National Minimum Wage and National Living Wage are legal minimums, not guidelines — every employer in the UK must pay at least these rates, regardless of business size or sector. This guide covers the current rates, how they're actually enforced, and how they differ from the separate, voluntary Real Living Wage.
Paid hourly and want to know what that means for your take-home pay? Use the UK Take-Home Pay Calculator.
Contents
Rates from April 2026
| Category | Hourly rate |
|---|---|
| National Living Wage (21 and over) | £12.71 |
| 18–20 Year Old Rate | £10.85 |
| 16–17 Year Old Rate | £8.00 |
| Apprentice Rate | £8.00 |
| Accommodation Offset (max daily charge if employer provides housing) | £11.10 |
These rates apply from 1 April 2026 and are reviewed annually, usually announced in the Autumn Budget on recommendation from the independent Low Pay Commission. The National Living Wage rose 50p (4.1%) for 2026/27; the 18–20 rate rose 85p (8.5%), continuing a multi-year policy of narrowing the gap between the 18–20 rate and the full adult rate; the 16–17 and Apprentice rates both rose 45p (6.0%) and are now equal to each other for the first time.
Which rate applies to you
Your rate is based on your age and, if applicable, apprenticeship status on the date you're paid, not the date the work was done:
- 21 and over: National Living Wage (£12.71), regardless of experience or job type.
- 18–20: £10.85, unless on an apprenticeship (see below).
- 16–17: £8.00, unless on an apprenticeship.
- Apprentices: £8.00, if you're under 19, or 19 or over and in the first year of your apprenticeship. Once you turn 19 and complete your first year, you move to the age-appropriate rate — a 20-year-old apprentice in their second year must receive at least £10.85/hour, not the £8.00 apprentice rate.
There's no separate minimum wage for part-time work, zero-hours contracts, or agency work — the same age-based rates apply regardless of contract type or hours worked.
How minimum wage pay is actually calculated
Compliance is checked over a full "pay reference period" (usually a week or month, matching how you're paid), not a single hour. The calculation is broadly:
- Total pay for the period (before tax, but after certain deductions — see below).
- Divided by total hours worked in that period.
- Compared against the hourly rate for your age band.
This matters because averaging can hide underpayment — working unpaid extra hours in a busy week, for example, effectively lowers your average hourly rate for that period even if your headline pay looks fine.
What doesn't count toward minimum wage pay
Several common deductions and situations reduce your effective hourly rate for minimum wage purposes, even though your payslip might not obviously flag it:
- Uniform or tools you're required to buy — if the cost brings your effective pay below minimum wage, it's a breach, even if the deduction itself is otherwise lawful.
- Accommodation charges above the Accommodation Offset (£11.10/day for 2026/27) — employers can charge for housing, but only up to this daily limit before it starts eating into your minimum wage pay.
- Unpaid training time that's a mandatory part of the job.
- Travel time between work locations during the working day (not your normal commute).
- Time spent on-call or "on standby" at or near the workplace, in many circumstances.
Employers sometimes get this wrong unintentionally — HMRC's guidance on what counts is genuinely complex, and unpaid trial shifts, unreimbursed uniform costs, and unrecorded travel time are among the most common causes of accidental underpayment.
The Real Living Wage is different
It's easy to conflate two similarly-named things:
| National Living Wage | Real Living Wage | |
|---|---|---|
| Legal status | Statutory minimum, set by government | Voluntary, recommended by the Living Wage Foundation |
| Who it applies to | Everyone 21+, by law | Only employees of accredited employers who've opted in |
| How it's calculated | Set by government based on median earnings targets | Calculated from the actual cost of living |
| Rate | £12.71/hour (from April 2026) | Higher — set separately by the Living Wage Foundation, uprated annually (check livingwage.org.uk for the current figure) |
The Real Living Wage is typically higher than the National Living Wage, reflecting a genuine cost-of-living calculation rather than a statutory minimum — but it's entirely optional for employers, so most UK workers are paid the National Living Wage or National Minimum Wage rate rather than the Real Living Wage, unless their employer has specifically chosen to become accredited.
Enforcement and underpayment
HMRC enforces minimum wage law and can investigate any employer, following up on both worker complaints and its own risk-based checks. Consequences for underpaying include:
- Repaying arrears to the worker, calculated at current minimum wage rates, not the rate in force when the underpayment happened.
- A penalty of up to 200% of the arrears, capped per worker.
- Public naming by the government for serious cases.
If you think you're being underpaid, you can check using the government's Check Your Pay tool or contact the Acas helpline confidentially — you don't need to raise it with your employer first, and it's unlawful for an employer to dismiss or treat you unfairly for raising a minimum wage concern.
FAQ
What is the minimum wage in the UK for 2026?
£12.71/hour for workers aged 21 and over (the National Living Wage), from 1 April 2026. Younger workers and apprentices have lower statutory rates — see the table above.
Is the National Living Wage the same as the Real Living Wage?
No. The National Living Wage is the legal minimum for workers 21+. The Real Living Wage is a higher, voluntary rate calculated by the Living Wage Foundation, paid only by employers who've chosen to become accredited.
Can my employer pay me less than minimum wage if I agree to it?
No — minimum wage law can't be waived by agreement, even if you're willing to accept less. It applies regardless of what's in your contract.
Does minimum wage apply to under-16s?
No — the National Minimum Wage applies from school-leaving age (16) upward. There's no statutory minimum wage for children below that age doing permitted part-time work.
What should I do if I think I'm being underpaid?
Check your hourly rate using the government's Check Your Pay tool, then contact Acas confidentially for advice — you don't have to raise it with your employer directly first, and you're legally protected from being penalised for raising a concern.
More guides
This page is for general information only and does not constitute legal advice. Figures are correct for rates effective 1 April 2026. For guidance on your specific situation, contact Acas or check gov.uk.