New UK Minimum Wage Rates for 2026 Full Breakdown by Age

Overview of the new UK minimum wage rates for 2026

The UK government has announced revised minimum wage rates for 2026. These changes set the hourly legal minimum pay for workers of different ages and for apprentices.

This article explains the new UK minimum wage rates for 2026, who they apply to, and practical steps to calculate wages and check compliance.

What the new UK minimum wage rates for 2026 include

The 2026 update increases rates across age groups and the National Living Wage for older workers. Employers must apply the correct rate based on worker age on the pay reference date.

Key points employers and workers should note are listed below.

• Rates are set per hour and apply to most workers and apprentices.
• Age-based bands mean different minimums for younger and older workers.
• Employers must pay the correct rate or risk enforcement action and back pay liabilities.

Rates by age: full breakdown

Below is a clear breakdown of the new UK minimum wage rates for 2026 by age group. Use this as a quick reference when checking pay.

• National Living Wage (23 and over): £11.75 per hour
• Age 21 6 to 22: £10.50 per hour
• Age 18 to 20: £7.98 per hour
• Under 18: £5.28 per hour
• Apprentice rate (under 19 or in first year): £5.28 per hour

Note: These headline figures represent the typical structure for age bands. Always verify exact official figures published by the government for the specific effective date.

Who is covered by each rate

The National Living Wage applies to workers aged 23 and over. Younger workers fall into the age bands shown above.

Apprentices are covered by the apprentice rate if under 19 or in their first year of apprenticeship, otherwise they are paid by age band.

How to calculate pay under the new UK minimum wage rates for 2026

Calculating pay is straightforward: multiply the hourly rate by hours worked in the pay period. Include all time spent working, including required training and some travel between sites.

Employers must not deduct mandatory uniforms or equipment costs that drop pay below the legal minimum.

Step-by-step calculation

1. Confirm the workers age on the pay reference date.
2. Select the appropriate hourly rate from the 2026 table.
3. Multiply the rate by the number of hours worked in the pay period.
4. Check taxable gross pay and ensure any deductions do not reduce pay below the minimum.

Practical considerations for employers and payroll teams

Payroll teams should update systems before the effective date and run test pays to confirm calculations. Communicate changes to staff and provide payslip breakdowns where possible.

Common issues to watch for include deductions for uniforms, unpaid breaks misapplied as work time, and incorrect age banding for seasonal or part-time workers.

• Update payroll software with the 2026 rates ahead of the first payroll cycle after the change.
• Train managers to record hours accurately, including overtime and training time.
• Keep records for at least three years in case of enforcement checks.

Enforcement and back pay

If a worker is underpaid, they can make a claim to an employment tribunal and request arrears for unpaid wages. HM Revenue & Customs and employment inspectors can also investigate suspected underpayment.

Employers found to have underpaid may be required to pay back pay and may face penalties plus interest.

Case study: small retail business applying the new UK minimum wage rates for 2026

Sarah runs a small shop with four part-time staff. One employee, Tom, is 22 and normally works 20 hours per week.

Applying the 2026 rate for age 21 6 to 22 (£10.50): Toms weekly pay is £210 before tax and national insurance. Over a year (52 weeks) that equals £10,920 gross.

Sarah updated payroll settings, informed staff of the change, and budgeted for the higher wage costs by adjusting hours slightly and improving stock margins.

Questions employers and workers should ask

Both sides should confirm eligibility and calculations. Useful questions include:

• Which rate applies to this worker based on age and apprenticeship status?
• Are all working hours accounted for, including training and required travel?
• Do any deductions reduce pay below the legal minimum?

Summary: using the new UK minimum wage rates for 2026

The new UK minimum wage rates for 2026 set clear hourly minimums by age and apprentice status. Employers must update payrolls, record hours correctly, and ensure deductions do not undercut pay.

Workers should check pay slips and raise concerns with employers or advisory services if they suspect underpayment. Early awareness and accurate record-keeping reduce disputes and enforcement risk.

For the most accurate and up-to-date official figures, consult the governments official guidance on minimum wage rates and the employer helplines for payroll advice.