Minimum Wage in Nottingham and Other UK Cities 2026
Compare 2026 minimum wage rates across Nottingham and other UK locations.
The minimum wage in Nottingham is the same statutory minimum wage used throughout the UK. Nottingham does not set a separate legal hourly rate, so eligible workers receive the applicable National Minimum Wage or National Living Wage based mainly on their age and apprenticeship status.
From 1 April 2026, workers aged 21 and over are generally entitled to at least £12.71 an hour. The rate is £10.85 for workers aged 18 to 20 and £8.00 for eligible workers under 18. A separate £8.00 apprentice rate applies in qualifying circumstances.
Your contractual wage can be higher than the statutory minimum, and many Nottingham employers advertise higher rates to attract staff. You can use the hourly rate calculator to convert an hourly wage into weekly, monthly and annual gross earnings.
What Is the Minimum Wage in Nottingham?
The minimum wage in Nottingham is £12.71 an hour for eligible workers aged 21 and over from 1 April 2026, with lower statutory rates for younger workers and qualifying apprentices.
Nottingham employers must use the national rates that apply across the UK. According to the current National Minimum Wage and National Living Wage rates on GOV.UK, the applicable rate depends on the worker’s age and whether they qualify for the apprentice rate.
| Worker category | Rate from 1 April 2026 | Previous rate | Hourly increase |
|---|---|---|---|
| Aged 21 and over | £12.71 | £12.21 | £0.50 |
| Aged 18 to 20 | £10.85 | £10.00 | £0.85 |
| Under 18 and above school-leaving age | £8.00 | £7.55 | £0.45 |
| Qualifying apprentice | £8.00 | £7.55 | £0.45 |
The Low Pay Commission confirms that the £12.71 National Living Wage represents a 4.1% increase from the previous rate. The new statutory rates came into force on 1 April 2026 and are expected to remain applicable until the next annual change, normally on 1 April 2027.
Does Nottingham Have a Different Minimum Wage?
No. Nottingham does not have a separate statutory minimum wage; the same national rates apply in Nottingham and elsewhere in the UK.
Minimum wage law is set nationally rather than by Nottingham City Council. The 2026 regulations extend to England, Wales, Scotland and Northern Ireland, meaning the statutory age-based rates do not change simply because an employee works in a different city.
An employer may voluntarily pay more than the legal minimum. Local recruitment conditions, staff shortages, experience, responsibilities, shift premiums and the type of job can therefore make actual hourly pay in Nottingham higher than the statutory rate. However, a locally advertised wage should not be confused with a separate Nottingham minimum wage.
The National Living Wage is the statutory rate for workers aged 21 and over. It should also be distinguished from voluntary living-wage rates promoted by organisations outside government, which are not the legal minimum employers must pay unless an employer has separately committed to them.
Minimum Wage Rates by Age
Workers aged 21 and over receive the £12.71 National Living Wage, while eligible younger workers receive the applicable £10.85 or £8.00 National Minimum Wage rate.
A worker normally moves to a higher age band when they reach the relevant age. Employers should check the worker’s date of birth and update their pay when the higher rate becomes applicable. A contract offering less than the legal minimum does not remove the worker’s statutory entitlement.
As per the government’s minimum wage eligibility guidance, the rules cover many types of workers, including part-time, casual, agency, probationary and qualifying apprentice workers. Self-employed people genuinely operating their own business are not normally covered in the same way.
The apprentice rate applies when an apprentice is under 19 or is aged 19 or over and still in the first year of the apprenticeship. An apprentice aged 19 or over who has completed the first year must receive the minimum wage for their age. For example, a 21-year-old apprentice who has completed the first year would generally be entitled to £12.71 an hour rather than £8.00.
Minimum Wage in Newcastle, Kent, Liverpool and Birmingham
Newcastle, Kent, Liverpool and Birmingham use exactly the same statutory minimum wage rates as Nottingham.
The minimum wage does not vary by city or county in the UK. Newcastle, Liverpool and Birmingham are cities, while Kent is a county, but this geographic difference does not change the statutory hourly rate. A worker’s age and apprenticeship status are usually the relevant factors, not the workplace postcode.
| Location | Age 21+ | Age 18–20 | Under 18 | Qualifying apprentice |
|---|---|---|---|---|
| Nottingham | £12.71 | £10.85 | £8.00 | £8.00 |
| Newcastle | £12.71 | £10.85 | £8.00 | £8.00 |
| Kent | £12.71 | £10.85 | £8.00 | £8.00 |
| Liverpool | £12.71 | £10.85 | £8.00 | £8.00 |
| Birmingham | £12.71 | £10.85 | £8.00 | £8.00 |
Actual market wages can still differ between these locations because living costs, labour demand and available industries vary. Those differences affect what employers choose to offer above the minimum, but they do not create separate statutory rates.
Minimum Wage vs Average Hourly Wage
The minimum wage is a legal pay floor, while an average or median hourly wage describes what workers across the labour market are actually paid.
The £12.71 National Living Wage should not be treated as the average wage in Nottingham or the wider UK. An average can be influenced by a relatively small number of highly paid roles, so median pay is often more useful when assessing a typical wage.
According to the latest annual hourly-pay release available from the Office for National Statistics at the time of writing, median hourly earnings excluding overtime across all employee jobs were £17.96 in April 2025. The corresponding median for full-time employee jobs was £19.67. These are UK-wide statistical estimates from 2025, not statutory minimum wage rates for 2026 and not Nottingham-specific figures.
When comparing a salary with an hourly job, account for contracted hours, unpaid overtime, paid holiday, pension contributions and other employment benefits. The guide to calculating an hourly wage from annual salary explains how to make a consistent comparison.
How Much Is Minimum Wage per Year in Nottingham?
At £12.71 an hour, a worker aged 21 or over earns approximately £24,784.50 a year for 37.5 paid hours a week or £26,436.80 for 40 paid hours a week.
There is no single annual minimum-wage salary because total earnings depend on paid hours. The following examples assume the same number of paid hours for 52 weeks and no overtime, unpaid leave, bonuses or additional premiums.
| Rate | Weekly at 37.5 hours | Annual at 37.5 hours | Weekly at 40 hours | Annual at 40 hours |
|---|---|---|---|---|
| £12.71: age 21+ | £476.63 | £24,784.50 | £508.40 | £26,436.80 |
| £10.85: age 18–20 | £406.88 | £21,157.50 | £434.00 | £22,568.00 |
| £8.00: under 18 or qualifying apprentice | £300.00 | £15,600.00 | £320.00 | £16,640.00 |
These are gross figures before tax, National Insurance, workplace pension contributions and other deductions. They are mathematical illustrations rather than guaranteed salaries because paid hours can change between weeks.
Minimum Wage and Take-Home Pay
Minimum wage is stated as a gross hourly rate, so take-home pay may be lower after PAYE tax, National Insurance, pension contributions and other valid deductions.
Two Nottingham workers receiving the same hourly rate may have different net pay. Their tax codes, contracted hours, pension arrangements, student loans, benefits and other income can affect how much reaches their bank accounts.
For example, an eligible worker aged 21 or over completing 37.5 paid hours each week would have illustrative gross earnings of about £2,065.38 a month. This does not mean the worker will receive that amount after deductions. Enter the annual figure into the take-home pay calculator for an estimate based on the current tax year.
You can also use the National Insurance calculator to examine employee contributions separately. Actual payroll results can vary because PAYE and National Insurance are calculated through pay-period rules rather than by simply applying annual percentages to every payslip.
Which Working Hours Count for Minimum Wage?
Minimum wage calculations generally include hours spent working, required preparation, qualifying training and certain business travel, but ordinary commuting normally does not count.
An advertised hourly rate does not prove that an employer has complied with minimum wage law. The worker’s eligible pay must be compared with the working hours counted during the relevant pay reference period. A pay reference period can be weekly or monthly but cannot normally exceed one calendar month.
According to the government’s guidance on working hours for minimum wage purposes, relevant time can include required time at work, business travel during the working day and qualifying training. Time spent travelling between home and a normal workplace is generally ordinary commuting and is not normally included.
Required preparation before a shift, closing duties after the advertised finish time or mandatory meetings can increase the hours that must be considered. Unrecorded additional hours may therefore reduce a worker’s effective hourly rate below the legal minimum even when the payslip shows £12.71 per contracted hour.
Can Deductions Reduce Pay Below the Minimum Wage?
Some employer deductions and work-related payments can reduce pay for minimum wage purposes, even when the worker’s gross contractual rate appears high enough.
Not every deduction is treated identically. Income Tax and employee National Insurance do not usually mean that the employer has paid below minimum wage because the statutory rate is assessed using specific minimum-wage pay rules rather than the amount received after normal payroll taxes.
However, deductions or payments connected with employment can affect the calculation. Examples may include required uniforms, tools or other costs incurred for the employer’s use and benefit. Accommodation supplied by an employer is subject to separate accommodation-offset rules.
Salary-sacrifice arrangements also require care because an employer cannot use them to reduce a worker’s cash pay below the applicable minimum wage. Workers considering an arrangement can review its wider effect with the salary sacrifice calculator, although minimum-wage compliance must still be checked separately.
What If You Are Paid Below Minimum Wage?
If you believe you are underpaid, check your rate and working hours, raise the issue with your employer and contact Acas or submit a confidential pay complaint if it remains unresolved.
Start by checking your age band, apprenticeship year, payslips, time records and any deductions. The guide to understanding a PAYE payslip can help identify gross pay, hours and deductions. Keep copies of employment contracts, rotas, clocking records, messages about shifts and evidence of work-related purchases.
Government guidance advises workers to raise the matter with their employer first where appropriate. A worker can ask in writing to inspect relevant payment records. If arrears are due, the employer must pay them, and the back pay calculator can help organise an initial gross-pay estimate.
If the issue is not resolved, workers can contact the confidential Acas helpline or use the government’s pay and work rights complaint service. The service allows concerns about National Minimum Wage underpayment to be reported even after the worker has left the employer. HMRC currently enforces minimum wage requirements on behalf of the Fair Work Agency.
Common Minimum Wage Mistakes
The most common mistakes involve using an old rate, applying the apprentice rate incorrectly, excluding required working time or making deductions that reduce minimum-wage pay.
Employers and workers should avoid assuming that every apprentice receives the apprentice rate. An apprentice aged 19 or over who has completed the first year is generally entitled to the age-based rate. Employers should also update pay when a worker moves into a higher age category.
Another mistake is checking only the contractual hourly rate. Required preparation, training, meetings or extra closing duties can increase the hours used in the calculation. Similarly, a uniform or equipment deduction may affect minimum-wage pay even if it looks like a normal deduction on the payslip.
Finally, Nottingham’s local labour market should not be used to determine the statutory rate. Employers can offer more than the minimum, but they cannot apply a lower rate because of the worker’s location, a quiet trading period or an agreement written into the employment contract.
This guide provides general information about minimum wage rates applying from 1 April 2026. Eligibility, counted working hours, deductions and individual circumstances can affect minimum-wage calculations. Check GOV.UK for current rates and guidance, or contact Acas, HMRC or a qualified employment adviser if you believe you have been underpaid.
Written by
Mia Carragher
Mia writes beginner-friendly UK tax and personal finance guides, with a focus on income tax, National Insurance, salary calculators and simple HMRC explainers.
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