Minimum wage and holiday pay checker

Before you advertise a rate or agree one with a contractor, check it is lawful for the worker's age and see the holiday pay that comes with it.

In short

From 1 April 2026 the National Living Wage for workers aged 21 and over is £12.71 an hour. Every worker, including part-time, casual and agency staff, is also entitled to 5.6 weeks of paid holiday a year. For irregular hours, holiday builds up at 12.07 per cent of hours worked, so holiday pay adds that share to the cost of every hour.

Minimum hourly rates from 1 April 2026
WorkerPer hour
Aged 21 and over (National Living Wage)£12.71
Aged 18 to 20£10.85
Aged under 18 (above school leaving age)£8.00
Apprentice (under 19, or 19+ in the first year)£8.00

Check a rate

Meets the legal minimum

Legal minimum for this age
£12.71
Shortfall per hour
£0.00
Holiday pay per hour worked
£1.53
Paid holiday a year (regular hrs)
168.0 hrs

With JS off, the result shows the 21+ rate and 30 hrs a week. Use the table to check other ages.

Which rate applies

The rate depends on the worker's age, not on the job: the same cleaning shift has a different legal minimum for a 19-year-old and a 25-year-old. Keep a record of each worker's date of birth.

The National Living Wage covers anyone aged 21 or over and is £12.71 an hour.

Apprentices are on the apprentice rate if they are under 19, or 19 or over and in the first year of their apprenticeship. After that first year, an apprentice aged 19 or over gets the rate for their age.

The rates change on 1 April every year. Last year's adult rate (April 2025 to March 2026) was £12.21, so a rate agreed in 2025 may now be unlawful.

Holiday pay in plain English

  • 5.6 weeks a year. Almost all workers get 5.6 weeks of paid holiday. For someone on a 5-day week that is 28 days. You can count bank holidays as part of it.
  • Part-time, regular hours. They get 5.6 times their usual working week. Someone on 3 days a week gets 16.8 days.
  • Irregular hours. Holiday builds up at 12.07 per cent of the hours worked in each pay period. That figure is 5.6 weeks divided by the 46.4 weeks a year that are worked.
  • Agency workers have the same 5.6 weeks from day one. The agency pays it, and it is built into the agency's hourly charge.

Holiday pay is paid on top of the minimum, not counted towards it. A rate that meets the minimum only once holiday pay is added is too low.

Common mistakes when setting a rate

  • Pricing a contract at last year's adult rate after 1 April.
  • Treating holiday pay as included in the hourly rate (often called "rolled-up" holiday pay). It is only lawful for irregular-hours and part-year workers, paid at 12.07 per cent and shown separately on the payslip. Workers on regular hours must get paid time off instead.
  • Forgetting that uniform or equipment deductions can take pay below the minimum.

To see what a worker really costs once holiday pay, employer National Insurance and pension are added, use the staffing cost calculator. For agency staff priced by booking length, use our instant price calculator.

Sources

Figures checked against GOV.UK on 12 October 2026. UK rates change every April; check the source before you rely on a figure. This page is general information, not legal or tax advice.

More free employer tools: Staffing cost calculator · AWR 12-week calculator · all tools

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