UK Minimum Wage Calculator

The UK sets minimum hourly pay rates that vary by age. From April 2025, the National Living Wage for workers aged 21 and over is £12.71 per hour. The National Minimum Wage is £10.00 for 18-20 year olds, £8.00 for under-18s, and £8.00 for apprentices in their first year or under 19.

These rates are statutory minimums — employers must pay at least these amounts for every hour worked. Hours include time spent working, on-call at the workplace, travelling as part of the job and training. Sleep-in shifts and travel between home and a fixed workplace are generally excluded.

This calculator checks whether your current pay meets the legal minimum based on your age, hours worked and pay received. It also shows what your annual and monthly income should be at the minimum rate, helping you verify your payslips are correct.

What if your employer pays below the minimum? Under-payment is illegal under the National Minimum Wage Act 1998. HMRC enforces NMW law and can charge penalties of up to 200% of arrears (capped at £20,000 per worker), name and shame employers, and prosecute persistent offenders. Report suspected underpayment confidentially to ACAS on 0300 123 1100 or via the GOV.UK NMW complaints form. Tips (tronc) cannot be used to top up base pay to meet the minimum — since 1 October 2024, the Tipping Act 2023 requires all tips to be passed to workers in full.

What counts as 'working time' for minimum wage purposes? Working time includes time spent travelling for work (between client sites, not commuting), 'on call' time when you must remain at the workplace, training during normal hours, and time putting on mandated uniform. It does not include the regular commute, voluntary unpaid overtime, or rest breaks. For piece workers, Fair Piece Rate rules require employers to do time trials and pay at least 120% of minimum wage for the average expected output.

Sleep-in shifts and 'on-call' work. The 2018 Supreme Court ruling in Royal Mencap Society v Tomlinson-Blake clarified that sleep-in shifts (where the worker is provided a bed and only responds if needed) only need minimum wage for actual time spent working — not for sleeping hours. However, if you must remain awake or perform regular checks, the entire shift counts as working time. This matters in care, hospitality, and security sectors.

Salary sacrifice and the minimum wage floor. Salary sacrifice arrangements (pension, cycle-to-work, EV schemes) reduce your gross salary in exchange for benefits. Crucially, your post-sacrifice pay must still equal or exceed the minimum wage — your employer cannot agree to a salary sacrifice that takes you below the legal minimum. From April 2026 the NLW is £12.71 for 21+, so for a 37.5-hour week, post-sacrifice pay must be at least £476.63/week (£24,785/year).

Apprentice rate rules. The £8.00/hour apprentice rate applies if you are under 19 OR in the first 12 months of an apprenticeship — whichever applies. From your 19th birthday AND after 12 months, you must be paid the age-appropriate rate (£10.85 for 18-20, £12.71 for 21+). Many apprentices are underpaid because employers don't update pay when these thresholds are crossed. The 12-month clock includes furlough time but resets if you start a new apprenticeship.