Minimum Wage UK April 2026: New Hourly, Weekly and Annual Rates Explained

Understanding the Minimum Wage UK April 2026 Changes

The new minimum wage rates for April 2026 are now confirmed, bringing important changes for millions of UK workers. From 1 April 2026, the National Living Wage for workers aged 21 and over rises to £12.71 per hour, up 50p from the previous £12.21. This 4.1% increase follows recommendations from the Low Pay Commission, which the Government accepted in full. The rates are set out in The National Minimum Wage (Amendment) Regulations 2026 and apply across England, Wales, Scotland and Northern Ireland.

For younger workers, the 18–20 rate increases to £10.85 per hour (an 8.5% rise), while the under-18 rate and apprentice rate both go to £8.00 per hour (up 6%). These changes are designed to balance protecting the lowest-paid while supporting the economy and labour market.

Hourly Rates at a Glance

Age/Group	Rate from April 2026	Increase
National Living Wage (21+)	£12.71	+50p (4.1%)
18–20	£10.85	+85p (8.5%)
Under 18	£8.00	+45p (6.0%)
Apprentice	£8.00	+45p (6.0%)
Accommodation offset (per day)	£11.10	+44p (4.1%)

These are the legal minimums. Many employers, especially in sectors like retail, hospitality, and care, pay above these rates to attract and retain staff. For a deeper look at how pay varies by region and industry, see our pay data page.

From Hourly to Weekly and Annual Pay

Understanding how the hourly minimum wage translates into weekly or annual earnings is crucial for budgeting and job comparisons. However, the exact figures depend on your contracted hours, overtime, and deductions.

Example: Full-Time Worker Aged 21+

Assume a standard full-time week of 37.5 hours (common in many sectors).

• Weekly gross pay: 37.5 hours × £12.71 = £476.63
• Annual gross pay (52 weeks): £476.63 × 52 = £24,784.76

This is before any deductions. After tax, National Insurance, and possibly pension contributions (auto-enrolment), take-home pay will be lower. For a single person with the standard tax code, net weekly pay might be around £390–£400, depending on pension contributions.

Example: Full-Time Worker Aged 18–20

• Weekly gross pay: 37.5 hours × £10.85 = £406.88
• Annual gross pay: £406.88 × 52 = £21,157.76

Part-Time Workers

If you work fewer hours, simply multiply the hourly rate by your weekly hours. For instance, a 21+ worker on 20 hours per week would earn £12.71 × 20 = £254.20 gross per week.

Important Caveats

• Overtime: The minimum wage applies to each hour worked. If you work overtime, you must be paid at least the minimum wage for those extra hours, but there is no statutory requirement for overtime premium rates (e.g., time-and-a-half) unless your contract says so.
• Apprentices: The apprentice rate of £8.00 applies only to apprentices under 19 or those aged 19+ in their first year. After the first year, they are entitled to the age-appropriate rate (e.g., £12.71 if 21+).
• Accommodation offset: If your employer provides living accommodation, they can count up to £11.10 per day towards the minimum wage. This is not extra pay but a reduction in the wage they must pay you in cash.
• Average weekly earnings: According to ONS data, average weekly earnings for all employees (total pay) are around £745 per week. This is a benchmark for typical pay, not a minimum. Many jobs pay well above the statutory floor.

For more guidance on how to compare job offers and understand your payslip, visit our pay guides section.

Practical Advice for Workers and Job Seekers

With the minimum wage uk april 2026 rates now in effect, it's a good time to check you're being paid correctly. Here are some steps:

1. Know your rate: Your entitlement depends on your age and whether you are an apprentice. Use the GOV.UK minimum wage calculator to confirm.
2. Check your contract: Your employment contract should state your hourly rate or salary. If it's below the statutory minimum for your age, you may be entitled to back pay.
3. Keep records: Note your hours worked each day and keep payslips. If you suspect underpayment, contact Acas or report to HMRC.
4. Look beyond the minimum: While the legal minimum is important, many employers offer higher rates. When job hunting, consider the total package including pension, holiday pay, and progression opportunities.

Remember that the rates change every April. Staying informed helps you negotiate better pay and avoid being underpaid. For a full overview of how minimum wage policy affects different sectors, see our topics page.

Frequently Asked Questions

Who qualifies for the National Living Wage of £12.71 from April 2026?

The National Living Wage applies to workers aged 21 and over. Workers aged 18–20 are entitled to the National Minimum Wage of £10.85 per hour, while those under 18 receive £8.00. Apprentices under 19 or in their first year also receive £8.00 per hour. After completing the first year, apprentices aged 21+ move to the National Living Wage rate.

How do I calculate my weekly or annual pay based on the April 2026 minimum wage?

Multiply the hourly rate by your contracted hours per week. For example, a 21+ worker on £12.71 working 37.5 hours per week earns about £476.63 gross per week. Multiply by 52 for an annual figure of roughly £24,785. Remember that deductions for tax, National Insurance, and pension contributions will reduce take-home pay. Use the GOV.UK minimum wage calculator to check your specific situation.

What should I do if my employer is not paying the correct minimum wage from April 2026?

First, check your age, apprenticeship status, and hours against the official rates on GOV.UK. If you believe you are being underpaid, contact Acas (the Advisory, Conciliation and Arbitration Service) for confidential advice. You can also report your employer to HMRC, who enforce the National Minimum Wage. Keep records of your hours and payslips.