Skip to content

Minimum Entitlements and Pay Rates for 2023-24

Table of Contents

As an employer, there are key employment law considerations to note and comply with. Importantly, your employees and workers will have different minimum entitlements and pay rates according to employment law in England and Wales (statutory rates of pay). The statutory rates of pay change every year in April and are relevant to all employers and employees alike. It is important to correctly pay your staff or risk breaking your legal obligations as an employer. This article outlines the national minimum wage in England and Wales and other minimum entitlements.   

National Minimum Wage

The National Minimum Wage is payable to all employees and workers.

AgeRate of pay (per hour) for 2022/23Current rate of pay (per hour) from April 2023 until April 2024
Workers aged 23 and over (National Living Wage)£9.50£10.42
Workers aged between 21-22£9.18£10.18
Workers agreed between 18-20£6.83£7.49
Workers under 18£4.81£5.28
Apprentices*£4.81£5.28

*Apprentices are entitled to the apprentice rate if they are either:

  • aged 19 or under; or
  • aged 19 or over in the first year of their apprenticeship

Apprentices who have completed the first year of their apprenticeship (and are over 19) are entitled to the national minimum wage/living wage, depending on their age.  

Real Living Wage

The Real Living Wage is the only wage rate in the UK that is based on real living costs.

AgeRate of pay (per hour) for 2022/23Current rate of pay for 2023/2024
Workers aged 25 and over (and outside of London)£10.90£12.00
Workers aged 25 and over (and in London)£11.95£13.15

It is voluntary to pay your employees according to the real living wage. Businesses can choose to provide financial remuneration that is above the National Minimum Wage/National Living Wage implemented by the Government. 

Continue reading this article below the form
Need legal advice?
Call 0808 196 8584 for urgent assistance.
Otherwise, complete this form and we will contact you within one business day.

Sick Pay

To be eligible for statutory sick pay, an individual must:

  • be an employee and have done some work for you (as their employer);
  • earn at least the lower earnings limit (per week)
  • have been ill for at least 4 days in a row (including non-working days).
PaymentRate of pay (per week) for 2022/23Current rate of pay (per week) until April 2024
Statutory sick pay£99.35£109.40
Lower earnings limit (per week)£123£123

Bank Holidays 2024 (England and Wales)

All employees and workers are legally entitled to a minimum of 28 days paid holiday a year, which is often referred to as annual leave. An employer can include bank holidays as part of this entitlement, but this is not mandatory. You would need to give a pro-rata equivalent to staff who work part-time. Additionally, you can offer more leave than the legal minimum.

Bank HolidayDate
New Year’s Day1 January 2024
Good Friday29 March 2024
Easter Monday1 April 2024
Early May Bank Holiday6 May 2024
Spring Bank Holiday27 May 2024
Summer Bank Holiday26 August 2024
Christmas Day25 December 2024
Boxing Day26 December 2024

The right to paid holidays applies to agency workers, casual workers and employees. 

Family Friendly Payments

PaymentRate of pay for the first 6 weeksRate of pay for the remaining 33 weeksRate of pay (per week) for 2022/23Current rate of pay (per week) from until April 2024
Statutory maternity pay 90% of the employee’s normal weekly earnings90% of the employee’s normal weekly earnings or the statutory rate, whichever is lower.£156.66£172.48
Statutory adoption pay90% of the employee’s normal weekly earnings.90% of the employee’s normal weekly earnings or the statutory rate, whichever is lower.£156.66£172.48

Other Family Friendly Payments

PaymentRate of pay (per week) for 2022/23Current rate of pay (per week) until April 2024
Statutory paternity pay £156.66 (up to 2 weeks statutory pay or 2 weeks’ pay which is 90% of the employee’s normal weekly earnings, whichever is lower)£172.48
Statutory parental bereavement pay£156.66 (up to 2 weeks statutory pay or 2 weeks’ pay which is 90% of the employee’s normal weekly earnings, whichever is lower)£172.48
Statutory shared parental leave pay£156.66 (or 90% of the normal weekly earnings of the person claiming shared parental pay, whichever is lower)£172.48

Typically, family friendly payments and other family friendly payments are only payable to employees. However, the definition of ‘employee’ for these payments is wider than the standard definition in the Employment Rights Act 1996. Therefore, those with worker status may be eligible.

Front page of publication
How to Hire and Inspire in the UK

This guide will help you understand the moving parts behind building a high-performing team.

Download Now

Key Takeaways

Understanding the legal entitlements of your employees and workers is crucial. If you fail to do so, you risk underpaying your staff and opening yourself to legal consequences. Some minimum entitlements you must provide to your employees and workers include:

  • paying them according to the National Minimum Wage (or Real Living Wage if you elect to do so);
  • providing sick pay;
  • providing paid holidays; and
  • complying with family friendly payments.

For more information on the minimum entitlements you must comply with as an employer, our experienced employment lawyers can assist you as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to solicitors to answer your questions and draft and review your documents. Call us today on 0808 196 8584 or visit our membership page.

Register for our free webinars

Spam, Cookies and Content: Legal Considerations When Leveraging Digital Marketing

Online
Understand your business’ marketing legal obligations in the digital age. Register for our free webinar today.
Register
See more webinars >

Saeidul Haque

Senior Associate | View profile

Saeidul is a Senior Associate in LegalVision’s UK Employment team. He advises on all aspects of employment law, both contentious and non-contentious. Saeidul has substantial experience in advising employers with day-to-day employment law and HR queries, including but not limited to discrimination, grievances, disciplinary matters, redundancies, tribunal claims and restrictive covenants.

Qualifications: Bachelor of Laws (Hons), Graduate Diploma of Legal Practice.

Read all articles by Saeidul

About LegalVision

LegalVision is an innovative commercial law firm that provides businesses with affordable, unlimited and ongoing legal assistance through our membership. We operate in Australia, the United Kingdom and New Zealand.

Learn more

Read other articles by Saeidul

We’re an award-winning law firm

  • Award

    2023 Economic Innovator of the Year Finalist - The Spectator

  • Award

    2023 Law Company of the Year Finalist - The Lawyer Awards

  • Award

    2023 Future of Legal Services Innovation - Legal Innovation Awards

  • Award

    2021 Fastest Growing Law Firm in APAC - Financial Times