National Minimum Wage 2026: What You Need to Know

Published : January 5, 2026

As we head into the new year, eyes will turn to the upcoming changes in employment law. And as is often the case, the minimum wage rates for the vast majority of workers have been reviewed and updated. Below, we examine the National Minimum Wage for 2026, including the different rates for each age category. We then discuss the steps individuals can take if their employment rights have been breached.

If you believe you haven’t been paid what you’re entitled to, contact Redmans Solicitors without hesitation. Our team of employment specialists is here to help. Following a brief chat, we can assess your case, provide answers and discuss how you could proceed.

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What is the National Minimum Wage?

Established under the National Minimum Wage Act 1998, the UK National Minimum Wage is a statutory right, entitling most workers to a minimum hourly rate of pay, depending on their age. This right is reviewed and updated annually, usually taking effect on 1 April.

From 1 April 2025, the National Living Wage, applying to those aged 21 and over, was £12.21. For individuals aged 18 to 20, the National Minimum Wage was £10, while it was £7.55 for those aged under 18 and apprentices.

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The National Minimum Wage for 2026

Like most years, the minimum wage rates have been reviewed and will again be updated on 1 April 2026. Consequently, the National Minimum Wage for 2026 will be as follows:

  • 21 and over: £12.71 per hour (an increase of 4.1%)
  • 18 to 20: £10.85 per hour (an increase of 8.5%)
  • Under 18 and apprentices: £8 per hour (an increase of 6.0%)

What to Do if Wages Aren’t Paid (Or You’re Underpaid)

If you haven’t been paid or believe you’ve been underpaid, there are several measures available to seek a resolution.

Often, such incidents occur simply due to a mistake. It’s therefore recommended to first try to resolve the matter informally, typically through an informal chat with one’s manager or the appropriate person dealing with wages. This will likely lead to a swift resolution once the issue has been identified and addressed.

If, however, the matter remains unresolved, raising a formal grievance in line with the employer’s policy is generally the next step. Like an informal chat, raising a grievance will provide all involved with another chance to fix the issue without external escalation. That being said, raising a grievance will place additional legal obligations on the employer.

Where internal dispute resolution fails to deliver a satisfactory outcome, the next step is to initiate early conciliation through Acas. This free and independent process is usually required before an employment tribunal claim can be brought and may help avoid the stress and costs of legal action, should the matter be cleared up.

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As a last resort, though, individuals can bring an employment tribunal claim. To do so, strict eligibility criteria and time limits must be adhered to. However, if an individual is eligible and succeeds with their claim, they may be awarded compensation.

National Minimum Wage 2026: Get Help with Redmans

If you have any questions about the changes to the National Minimum Wage in 2026, or believe your employment rights have been breached, contact us without delay. Redmans Solicitors are experts in the employment sector, and following a brief consultation, we will assess your case, answer your queries, and provide specialist advice.

To learn more about how we can help you, simply:

The information on this page is intended for general informational purposes only and does not constitute legal advice.