Millions of employees are set to experience an increase in the minimum wage starting in April this year. The minimum wage represents the lowest hourly pay rate that employers are legally required to provide. The specific amount you receive is determined by your age and is applicable to both full-time and part-time workers.
For individuals aged 21 and above, the minimum wage is scheduled to increase by 4.1%, from £12.21 per hour to £12.71 per hour starting April 2026. Those between the ages of 18 and 20 will witness a raise from £10 per hour to £10.85 per hour.
If you are under 18 or fall under the apprentice category, the minimum wage will rise from £7.55 per hour to £8 per hour. It is worth noting that many employers already pay wages above the mandated minimum.
Chancellor Rachel Reeves announced the wage hike in November 2025, emphasizing the importance of addressing the rising cost of living for workers. The increase in the National Living Wage and National Minimum Wage aims to ensure that individuals on lower incomes are duly compensated for their efforts.
While those aged 21 and above receive the National Living Wage, individuals below 21 are entitled to the National Minimum Wage. It is important to note that the minimum wage regulations do not extend to self-employed individuals, volunteers, and company directors. Some employers opt to pay the Real Living Wage voluntarily, which exceeds the statutory minimum and is based on the cost of living.
The Real Living Wage is set to increase to £13.45 per hour outside of London and £14.80 per hour within London. Employers are required to implement these new rates by May 2026.
In case you suspect that you are being underpaid, start by reviewing your payslip. If it appears that you are not receiving at least the minimum wage, address the matter with your employer initially to give them the opportunity to rectify the situation. If the issue persists, you can seek assistance from the Advisory, Conciliation and Arbitration Service (ACAS), an independent UK government body, to explore possible resolutions.
As a last resort, you may consider taking legal action against your employer by seeking guidance from ACAS or Citizens Advice beforehand to understand the associated processes and costs. Alternatively, reporting the employer to HMRC could prompt an investigation, with potential fines imposed if non-compliance is detected.
ACAS guidelines stipulate that pursuing the same issue through multiple legal channels is not permitted, offering clarity on the available options for addressing wage discrepancies.
