What is the minimum wage in England?

If you're asking what is the minimum wage in England, the answer depends on your age and employment status. From April 2026, the government has increased all minimum wage rates following recommendations from the Low Pay Commission. The National Living Wage (for workers aged 21 and over) rises to £12.71 per hour, while the rate for 18-20 year olds becomes £10.85 per hour, and the rate for under-18s and apprentices becomes £8.00 per hour (GOV.UK National Living Wage rates).

These figures are the legal floor – you cannot be paid less than these amounts for your work. But there are many myths about how hourly pay works, especially when it comes to overtime, salary conversion, and what counts towards the minimum wage. Let's clear up some of the most common misunderstandings.

Myth 1: The minimum wage is the same for everyone

One of the biggest misconceptions is that there is a single minimum wage for all workers. In reality, the UK has a tiered system:

• National Living Wage (21 and over): £12.71 per hour
• 18-20 rate: £10.85 per hour
• Under 18 rate: £8.00 per hour
• Apprentice rate: £8.00 per hour (for apprentices under 19, or those aged 19+ in their first year)

These rates are set annually and apply across England, Wales, Scotland, and Northern Ireland. The accommodation offset – a daily amount that can be counted towards the minimum wage if your employer provides housing – also rises to £11.10 per day (National Minimum Wage (Amendment) Regulations 2026).

Myth 2: Overtime must always be paid at time-and-a-half

Many employees assume that working extra hours automatically entitles them to a higher overtime rate, such as 1.5 times their normal pay. In the UK, there is no statutory right to a premium rate for overtime. Your employment contract may specify overtime pay, but the law only requires that your total pay for all hours worked (including overtime) does not fall below the relevant minimum wage.

For example, if you earn £12.71 per hour and work 5 extra hours in a week, your employer could pay you at the same rate – as long as your average hourly pay for the week remains at least £12.71. Some sectors, like retail or hospitality, have voluntary agreements or custom of paying extra, but it is not guaranteed. Always check your contract.

Myth 3: Converting hourly to annual salary is simply hourly × 40 × 52

A common rule of thumb for converting an hourly rate to an annual salary is to multiply by your weekly hours and then by 52 weeks. However, many people mistakenly use 40 hours per week, while the typical full-time contract in the UK is 37.5 hours (or sometimes 35 hours for office roles).

Using the correct hours makes a big difference. For the National Living Wage of £12.71 per hour:

• At 37.5 hours/week: £12.71 × 37.5 × 52 = £24,784.50 per year
• At 40 hours/week: £12.71 × 40 × 52 = £26,436.80 per year

Always check your contracted hours. Also remember that this calculation assumes no unpaid overtime, bonuses, tips, or salary sacrifice (e.g., pension contributions). The Hourly to Salary tool on this site can help you do the maths accurately.

Myth 4: London weighting is guaranteed

Another common belief is that workers in London automatically receive a higher minimum wage or a