Steps for employers to remain compliant with National Minimum Wage increases
In the recent Budget, Chancellor Rachel Reeves announced that National Minimum Wage (NMW) rates would increase as of April 2025.
This increase will bring fresh challenges for employers, especially those in sectors that commonly employ younger workers or rely on minimum wage labour.
These updated wage requirements will need to be followed to avoid legal risks, including penalties and tribunal claims.
What are the new National Minimum Wage rates?
As of April 2025, the NMW rates will see substantial increases, marking one of the first steps towards Labour’s goal of consolidating wage brackets into a single adult rate.
Here is a summary of the changes:
- National Living Wage (for workers aged 21 and over) – Increased by 6.7 per cent, from £11.45 to £12.21 per hour.
- 18-20-year-olds – Increased by £1.40, from £8.60 to £10.00 per hour.
- 16-17-year-olds and apprentices – Increased by £1.15, from £6.40 to £7.55 per hour.
- Accommodation Offset – Increased to £10.66 per day.
For an eligible full-time worker aged 21 or over, the new rate represents an annual increase of approximately £1,400.
Employers must be prepared to integrate these changes into their employment practices by April to ensure compliance.
Legal implications of non-compliance
Failing to meet NMW obligations can lead to serious legal consequences for employers.
Penalties for non-compliance include:
- Fines of up to 200 per cent of the underpayment (up to a maximum of £20,000 per worker).
- Naming and shaming by the Government for persistent offenders, which could damage a business’s reputation.
- Employment Tribunal claims from employees seeking back pay or compensation for failure to pay the legal minimum wage.
Given the potential risks, employers need to plan carefully in order to stay compliant.
Steps to ensure compliance with NMW increases
All employment contracts should reflect the new minimum wage rates, particularly those for part-time, temporary, and young workers.
Updated contracts should include the correct hourly wage for each age category.
Payroll systems must also be updated in line with the April 2025 changes to prevent underpayment.
For businesses with tiered pay structures, the NMW increase may reduce the pay gap between entry-level roles and higher positions, potentially leading to employee dissatisfaction or equal pay concerns.
Consider reviewing your pay structure to maintain appropriate wage differentials, ensuring fairness and reducing the risk of potential equal pay claims.
It is also important that staff within your business who are responsible for payroll and HR are fully briefed and trained on the updated requirements.
This training can come in the form of documents such as the employee handbook, internal policies, and onboarding materials.
Regular wage audits should also take place, helping you identify any discrepancies or underpayments that may arise from the transition to higher wages.
A wage audit should cover all employees, ensuring that no one is being paid below the new NMW rate.
To be sure of remaining compliant, records of all audits should be documented thoroughly and stored in secure location fines.
With the changes to NMW, employers may face increased scrutiny from employees who may feel that they are not being paid in line with the updated regulations.
If you have questions about implementing these changes or would like support with compliance, get in touch with our team today.
