If you think you’ve been underpaid the minimum wage make a complaint to HMRC about your employer. This only takes 5 minutes and you can report your employer even if you no longer work for them. HMRC will contact you for any further details as needed and if it looks like you have not been paid correctly they will investigate your employer.

Minimum Wage by State and 2022 Increases

For employers with employees in multiple states, keeping up with the various minimum wage rate changes can be a daunting task. While some states are on a schedule for annual increases to eventually reach $15 an hour, more than 20 states follow the federal minimum. And, although the federal minimum wage of $7.25 has not budged since 2009, nearly half of the country will increase minimum wages for hourly workers after January 1, 2022.

Still with us? If you find it difficult to keep up now, keep in mind that some states including North Carolina, Oklahoma and Tennessee have active bills in their legislatures for minimum wage increases that could take place later this year.

To ensure your organization is aware of the latest minimum wage requirements, Paycor has created a breakdown by state.

City/County Minimum Wage Rates

We understand that complying with all the laws and regulations that affect your company is challenging, expensive and time consuming. In a given year hundreds of labor law posting changes can occur that will impact your compliance. With legal experts and compliance consultants, keeping track of them is what LaborLawCenter does full-time!

Here at LaborLawCenter our Compliance Experts are constantly working to stay on top of the many compliance changes so you don’t have to. Our mission is to be your solution for the easiest and most effective way to stay on top of continual changes in the law.

Our company core is researching and developing products and services that make compliance easy for any business type and size. Let us do what we have been doing best for 16 years so you can focus on growing your business without worrying about legal troubles and fines.

#1 compliance support in the industry. We know the challenges you face to run a successful business. The tight deadlines, the constantly changing requirements, and the struggle to be better than the competition – we understand.

Last-minute requests, additional orders, returns, rush delivery, exact and detailed compliance advice – you name it, we will be happy to help. LaborLawCenter’s incredible team of Compliance Specialists is available by phone, email, and live chat.

Our Compliance Specialists is available Monday – Friday from 6:00AM – 5:00PM PST. Call our compliance support center at 800-745-9970 (toll free), click the Live Chat icon at the upper left corner of this page, or email [email protected] Whatever problem or questions you have, you are minutes away from having them solved!

Peace of mind knowing that every detail is accounted for. We have been helping businesses resolve their compliance problems since 1999, and know exactly which posters you need, where to put them up, and when to update them.

Once your order is in, we handle all the details for you. You don’t need to worry about a thing. Your order ships the same day it is placed (provided it was during the workweek), and arrives within 3-5 business days. Our standard shipping policy is other companies’ express delivery!

Hassle-free tracking of compliance changes. Requirements for labor law posters change all the time, and we want you to have an easy option to stay informed about the changes relevant to your company.

Personalized advice and products for your business needs. No two companies are alike – different laws and regulations apply to businesses of certain size, and working in specific industries.

This is a person whose only job will be to look at your business needs and meet them with a unique solution. Someone protecting your interests at all times, digging into the smallest, most obscure details of labor law on your behalf, arranging for every detail in the creation of posters and the fulfillment of your orders.

Unbeatable 365-day return guarantee. Running a successful business with hundreds of satisfied customers doesn’t happen because we never make mistakes, but because we put you first, from the moment you first reach out to us.

If you aren’t happy with your order at any time within 365 days from the date you receive it, we will happily return, exchange, or replace it for you. We take your compliance needs very seriously, and you can rest assured that we will always honor that commitment.

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National Living and Minimum Wage rates

23 and over 21 to 22 18 to 20 Under 18 Apprentice
Before April 2022 (previous rate) £8.91 £8.36 £6.56 £4.62 £4.30
From April 2022 (current rate) £9.50 £9.18 £6.83 £4.81 £4.81

Even if you are paying your employees at or above the National Living Wage or National Minimum Wage, you could still be underpaying them. This can easily happen when an employer makes wage deductions or doesn’t pay for all time worked.

Some of the most common mistakes are listed below. Check whether any of them could apply to your staff. If you discover you have been paying your employees below the correct minimum wage, you must pay any arrears immediately.

If an employee receives tips at work, they cannot legally be counted towards their National Living Wage or National Minimum Wage entitlement, they must be paid on top. If tips are counted as part of their pay, and you rely on them to bring their pay up to the National Living or Minimum Wage, then you could be illegally underpaying your staff.

If you have deducted your employee’s wages to cover the cost of items connected with their job such as uniform, a required dress code, safety clothing, or tools etc. then you may have been underpaying them. Deductions or payments made by workers for items connected with the job must not take a worker below the National Living or Minimum Wage for any given pay period.

If you require your employees to work any additional time added onto their shift, before the start or after it ends, but don’t pay for this time you could be illegally underpaying them. Examples include time spent passing through security checks, attending handover meetings between shifts or helping to open up shop before trading begins. If you do this regularly, this unpaid time can quickly add up and you might find that you are failing to pay the National Living or Minimum Wage.

The apprentice National Minimum Wage rate applies to genuine apprentices only, those employed on a recognised apprenticeship scheme or engaged under a contract of apprenticeship. Apprenticeships must incorporate structured training.

If an apprentice is aged 19 or over and have completed the first year of their apprenticeship, then they are legally entitled to at least the National Living or Minimum Wage relevant to their age group.

Apprentice training or study time is working time so should be paid accordingly. It does not matter whether training takes place at work, college or elsewhere. The training can even be outside normal working hours.

Age affects the rate a worker should be paid on the National Living or Minimum Wage. If you didn’t review your worker’s pay on their 18th, 21st or 23rd birthdays and were slow to make any adjustments, you may not have been paying them correctly.

The new National Living and Minimum Wage rates were introduced on 1 April 2022. Employers must start applying the new rates in the first pay reference period that starts on or after this date. Pay reference periods are usually set by how often someone is paid, for example one week or one month.