Minimum Wage in April 2026: What You Need to Know

The minimum wage in April 2026 rises to new levels following the Low Pay Commission’s recommendations. From 1 April 2026, the National Living Wage (NLW) for workers aged 21 and over increases by 4.1% to £12.71 per hour. This is a welcome boost for the lowest-paid employees, and the government expects the rate to stay ahead of the cost of living through to March 2027. For younger workers, the 18-20 rate goes up to £10.85, while the 16-17 and apprentice rates both rise to £8.00 per hour.

Converting Hourly Rates to Annual Salary

If you’re comparing an hourly-paid job with a salaried offer, a quick conversion helps. The standard rule is:

Annual salary ≈ hourly rate × hours per week × 52 weeks

For a full-time week of 37.5 hours (common in the NHS and many public sector roles), the NLW of £12.71 gives:

£12.71 × 37.5 × 52 = £24,784.50 per year

That’s a useful benchmark. But remember, this assumes you work every week of the year with no unpaid leave. In practice, your contract may include paid holiday, which is already factored into the hourly rate for most workers. Use our Hourly to Salary tool to try different hours and rates.

How Does the NLW Compare to NHS Pay?

The NHS is one of the UK’s largest employers, and its pay scales for 2026/27 are now published. Entry-level bands start just above the NLW:

• Band 1 (closed to new entrants): £12.92 per hour
• Band 2 (e.g. domestic, portering): £12.92 per hour
• Band 3 (e.g. healthcare assistant): £13.17 per hour
• Band 4 (e.g. admin/technical): £14.52 per hour

These rates are the minimum for each band; staff can progress to higher steps. So a new NHS Band 2 worker earns about 1.7% more than the NLW. For those in London, Higher Cost Area Supplements (HCAS) add 5% (fringe), 15% (outer), or 20% (inner) to basic pay. An inner London Band 5 nurse, for example, starts at £19.68 per hour – well above the minimum.

Take-Home Pay and Benefits

GOV.UK analysis shows that a single full-time NLW worker on 35 hours per week gets a 3.3% increase in weekly take-home pay (about £11.90). However, if you receive Universal Credit, the above-inflation increase to the standard allowance means your household income could rise by more than 4%. Conversely, if you pay tax but don’t get UC, frozen tax thresholds mean your average tax rate edges up, so the net gain is smaller.

London Weighting and Regional Differences

London weighting can make a big difference. While the NLW is a national minimum, many employers in the capital pay more. NHS HCAS rates are a good example: a Band 2 worker in inner London earns £15.89 per hour, compared to £12.92 outside London. If you’re job hunting, always check whether a role includes a location allowance. Our salary data page breaks down typical pay by region and sector.

Why the April 2026 Increase Matters

The 4.1% rise is the largest single-year increase since the NLW was introduced. It’s designed to keep low pay in check and support living standards. For anyone earning the minimum, that extra 50p per hour adds up to about £1,000 a year for a full-time worker. It also narrows the gap between the NLW and the real Living Wage (voluntarily paid by some employers).

Comparing Hourly Jobs with Salaried Offers

When weighing up an hourly job against a salaried one, look beyond the headline rate. Salaried roles often include benefits like pension contributions, sick pay, and training. Hourly jobs may offer overtime at premium rates (time-and-a-half or double time). Always convert both to an annual figure using the same hours assumption. For example, a salaried role at £25,000 per year works out at about £12.82 per hour for a 37.5-hour week – very close to the new NLW. But if the salaried role includes a defined-benefit pension, the total package may be worth more.

Final Thoughts

The minimum wage in April 2026 sets a new floor for pay in the UK. Whether you’re starting out, changing jobs, or negotiating a raise, knowing the current rates helps you make informed decisions. Use our hourly calculator to see how different hours and rates stack up. And remember: the figures here are statutory minimums – many employers pay more, especially in skilled roles or high-cost areas.

Always check your contract and official GOV.UK guidance for the most up-to-date rates and rules.