This guide has been fully updated to reflect the UK National Minimum Wage and Living Wage changes for 2026.
April 2026 brings another round of increases to the National Minimum Wage (NMW) and National Living Wage (NLW). If you work in temporary or agency employment, knowing exactly where you stand matters. This guide covers the new rates, what they mean for your weekly earnings, and what to do if your payslip doesn't look right.
What is the National Minimum Wage?
The National Minimum Wage is the legal minimum hourly rate that almost all workers in the UK are entitled to receive. The rate that applies to you depends on your age and whether you are an apprentice.
The National Living Wage (NLW) is the name given to the highest tier of the NMW -- the rate for workers aged 21 and over. Both terms refer to the same legal framework; the NLW is simply the rate at the top of the scale.
What are the new minimum wage rates from April 2026?
From 1st April 2026, the following rates apply:
Wage band | Rate from 1 April 2025 | Rate from 1 April 2026 | Increase (£) | Increase (%) |
Age 21 and over (NLW) | £12.21 | £12.71 | £0.50 | 4.1% |
Age 18 to 20 | £10.00 | £10.85 | £0.85 | 8.5% |
Under 18 | £7.55 | £8.00 | £0.45 | 6.0% |
Apprentice | £7.55 | £8.00 | £0.45 | 6.0% |
The largest percentage increases have again gone to younger workers. This continues the government's push to narrow the gap between youth rates and the full National Living Wage.
A note on apprentice rates
The apprentice rate applies if you are under 19, or aged 19 and over but still in the first year of your apprenticeship. Complete that first year and you become entitled to the minimum wage for your age group instead.
The difference can be substantial. An apprentice aged 21 in their first year is entitled to £8.00 per hour. The same person, having completed their first year, is entitled to £12.71. If you are approaching the end of your first year, it is worth confirming with your employer that your rate is updated accordingly.
How much could you earn on minimum wage in 2026?
At 40 hours per week, a worker aged 21 or over on the 2026 NLW rate of £12.71 would earn £508.40 gross per week -- around £26,437 per year before tax and deductions. At 37.5 hours, the more common contracted week, that drops to £476.63 per week, or roughly £24,785 annually.
For workers aged 18 to 20 on £10.85 per hour, a 40-hour week produces £434.00 gross per week, or approximately £22,568 per year.
These are gross figures. Income above the personal allowance -- £12,570 for 2026/27 -- is subject to income tax and National Insurance, so your take-home will be lower. If you receive means-tested benefits, a pay increase may also affect your entitlement. GOV.UK and Citizens Advice both offer free tools to help you check.
How do the 2026 rates apply to temporary workers?
Temporary workers have the same minimum wage entitlements as permanent employees. Your contract type does not alter this right. Here is how it applies across the most common temporary arrangements.
Agency workers
Agency workers are entitled to at least the NMW or NLW for every hour worked. In our experience placing temporary workers across a range of sectors, the most common source of confusion is around deductions -- agencies cannot make deductions that reduce your effective hourly rate below the minimum wage. The only exception is a narrow offset for accommodation costs, where specific rules apply.
After 12 weeks in the same role with the same hirer, Agency Worker Regulations (AWR) entitle you to the same pay and core working conditions as a directly recruited employee doing an equivalent job.
Zero-hours contract workers
A zero-hours contract does not guarantee hours, but it does not reduce your right to the minimum wage for every hour worked. You are also entitled to paid annual leave, calculated on your actual hours, and protected against unlawful wage deductions.
Seasonal and temporary contract workers
Seasonal roles in hospitality, retail, and agriculture carry the same entitlements. Even where pay is calculated by output or piecework, your total earnings divided by total hours worked must meet or exceed the minimum wage. Contract length is irrelevant to this right.
Gig economy workers
If you are classified as a "worker" under UK employment law -- which applies to many gig economy roles following several significant legal cases -- you are entitled to the minimum wage for hours worked and to holiday pay. ACAS provides straightforward guidance on employment status if you are unsure which category applies to you.
What should you do if you're not being paid correctly?
Every worker in the UK has a legal right to receive at least the National Minimum Wage. Employers must also provide an itemised payslip detailing your hourly rate, hours worked, and any deductions.
Checking your pay is straightforward. Review each payslip and confirm your hourly rate matches the correct rate for your age. Check that all hours worked are recorded accurately. If you are not paid hourly, divide your total pay by your total hours to find your effective hourly rate.
If you believe you are being underpaid:
Raise it directly with your employer or recruitment agency
If unresolved, follow the company's formal grievance procedure
Contact the ACAS helpline for free, confidential advice
Submit a formal complaint to HMRC, who enforce minimum wage law
As a last resort, make a claim to an employment tribunal -- strict time limits apply
Keep records of your hours worked, pay received, and any written correspondence. These become important evidence if a dispute escalates.
At Select, our consultants are transparent about pay rates from the first conversation. If you are ever uncertain about what you should be earning, your dedicated consultant is there to help -- that direct line of support is something we build into every placement we make.
Where can you find further support and information?
The following resources are free, reliable, and worth bookmarking:
GOV.UK -- official minimum wage rates, a pay calculator, and the process for reporting an employer
ACAS -- guidance on employment rights, pay disputes, and raising a grievance
Citizens Advice -- broader support on benefits, tax, and financial entitlements
At Select Recruitment, we are committed to ensuring fair pay and good working conditions for all temporary workers we place. Our team has a thorough understanding of UK employment law and minimum wage regulations, and we make sure every worker we place is paid correctly from day one.
If you are looking for guidance on the 2026 minimum wage changes, or exploring new temporary opportunities, get in touch with our experienced consultants who are ready to discuss your individual circumstances and available roles.