Understanding the Minimum Wage for a 15 Year Old in the UK

If you are a young worker, a parent, or an employer, you may be searching for the minimum wage for a 15 year old UK worker. The rules can be confusing because the National Minimum Wage (NMW) does not apply to everyone under 18. This article explains the current rates, how to convert hourly pay to an annual salary, and what rights you have.

Who Gets the National Minimum Wage?

The National Minimum Wage is a legal entitlement for workers of school leaving age (16) and over. For 15-year-olds, there is no statutory minimum wage. However, many employers choose to pay at least the under-18 rate as a fair benchmark. The rates are set by the government each year and come into force on 1 April.

Current Minimum Wage Rates (April 2026)

According to GOV.UK National Minimum Wage rates, the rates effective from April 2026 are:

• National Living Wage (21 and over): £12.71 per hour
• 18-20 Year Old Rate: £10.85 per hour
• Under 18 Rate: £8.00 per hour
• Apprentice Rate: £8.00 per hour (for apprentices under 19 or in their first year)

These rates represent increases of 4.1% for the NLW, 8.5% for 18-20, and 6% for under-18 and apprentice rates compared to the previous year.

Converting Hourly Rates to Annual Salary

To compare hourly jobs with salaried offers, you can convert an hourly rate to an annual figure using a standard working week. A common assumption is 37.5 hours per week (typical for full-time work) multiplied by 52 weeks.

For a 16-17 year old (or a 15-year-old paid the under-18 rate):

• Hourly: £8.00
• Weekly (37.5 hrs): £300.00
• Annual: £15,600

For an 18-20 year old:

• Hourly: £10.85
• Annual: £21,157.50

For a 21+ worker:

• Hourly: £12.71
• Annual: £24,784.50

Remember that these figures assume a steady contracted week with no unpaid overtime, bonuses, or tips. Actual take-home pay will also depend on tax and National Insurance. Use our Hourly to Salary tool to calculate your own figures.

What About London Weighting and Overtime?

London weighting is an additional payment for workers in London to offset higher living costs. It is more common in professional roles than in minimum wage jobs, but some employers may offer it. For young workers, overtime rules are strict: under-18s cannot work more than 8 hours per day or 40 hours per week during school holidays, and must have a 30-minute break after 4.5 hours. Overtime pay is not legally required but many employers pay time-and-a-half.

Comparing Hourly Jobs with Salaried Offers

For young workers, hourly jobs are common in retail, hospitality, and delivery services. Salaried positions are rare for under-18s, but if you are offered a salary, you can compare it to an hourly rate by dividing by 52 weeks and then by your weekly hours. For example, a £12,000 annual salary for 20 hours per week equals £11.54 per hour – above the under-18 rate.

Key Considerations for Young Workers

• No statutory minimum for under-16s: If you are 15, your employer is not legally required to pay the NMW, but they must still follow working time regulations.
• Apprentice rate: If you are an apprentice under 19 or in your first year, the minimum is £8.00 per hour, even if you are 21.
• Hours restrictions: Under-18s cannot work between 10pm and 6am (or 11pm to 7am in some jobs) and must have a 12-hour rest period between shifts.
• Holiday pay: All workers, including under-18s, are entitled to 5.6 weeks of paid holiday per year (pro-rata for part-time).

Using the Salary Conversion Rule

A quick rule of thumb: annual salary ≈ hourly rate × hours per week × 52. For a 15-year-old working 15 hours per week at £8.00, that is £6,240 per year. This can help you compare offers or understand your earnings.

For more detailed salary data and benchmarks, visit our salary articles page.

Final Thoughts

While there is no legal minimum wage for a 15 year old UK worker, the under-18 rate of £8.00 per hour is a widely accepted minimum. Always check your contract and speak to your employer if you have concerns. For official guidance, refer to GOV.UK or contact Acas.

Remember that hourly-to-salary conversions are estimates. Your actual pay depends on your rota, holiday pay method, and any London weighting or overtime. Always verify with your employer and official sources.