UKMy employer won't pay me the National Minimum Wage. What can I do?
You can raise a complaint with HMRC, make a claim to an employment tribunal, or seek help from Acas — all within strict time limits.
What the Law Says
The National Minimum Wage Act 1998 makes it illegal for employers to pay workers less than the legally set minimum rates. It gives workers enforceable rights and places duties on employers to comply.
The law sets different minimum hourly rates depending on your age and whether you’re an apprentice. As of April 2024, the National Living Wage (for workers aged 21 and over) is £11.44 per hour. Lower rates apply to younger workers and apprentices.
Employers must pay at least this amount for every hour you work — including time spent training, on standby, or travelling as part of your job (in many cases). They cannot deduct money for uniforms, accommodation, or other costs if that would bring your pay below the minimum.
It’s unlawful for your employer to victimise or dismiss you for asserting your right to the minimum wage.
Statutory TextEvery worker has the right to be paid, by his employer, in each pay reference period a sum which is not less than the national minimum wage.
— National Minimum Wage Act 1998, s. 1 — Right to national minimum wage
What to Do
Check your pay records and calculate whether you’ve been underpaid — use the official GOV.UK minimum wage calculator.
Raise the issue informally with your employer first — ask for back pay and confirmation of future compliance.
If unresolved, contact Acas for free, confidential advice (0800 917 2368) or use their early conciliation service before a tribunal.
Report your employer to HMRC — they can investigate, recover unpaid wages, and fine your employer up to £20,000 per underpaid worker.
Make a claim to an employment tribunal within 3 months less one day of the last underpayment — you may claim up to 6 years of unpaid wages.
Sources
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US-New YorkNot legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: 2026-06-08.