Alex is Sprintlaw’s co-founder and principal lawyer. Alex previously worked at a top-tier firm as a lawyer specialising in technology and media contracts, and founded a digital agency which he sold in 2015.
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Understanding your core legal obligations as an employer (or your key entitlements as an employee) is crucial in the UK - especially as we approach a new financial year and statutory rates change.
Keeping on top of the latest statutory sick pay rates, minimum wage increases, and other employment rights ensures both compliance and fair treatment at work. Not sure what the current rates are, or what you need to offer? Don’t stress - with the right knowledge, you’ll be set up for success and protected from day one.
Important note: Statutory employment rates are reviewed and changed from April each year at the start of the UK tax year - this timing may not align with your organisation’s own financial year.
In this guide, we’ll break down everything you need to know about UK minimum wage 2024/25 rates, statutory sick pay 2024, statutory minimum entitlements (including sick pay, holidays, and notice periods), and how to keep your business legally compliant as the new rates take effect. Whether you’re hiring your first employee or working out your own rights as a worker, keep reading for clear, practical answers.
What Is the UK Minimum Wage and What’s Changing in 2024/25?
UK law sets out clear rules on the National Minimum Wage and National Living Wage - and these rates change every April. Ignoring or misapplying these rules can lead to serious consequences, so it’s vital to understand what applies to you.Minimum Wage & Living Wage Rates for 2024/25
From 1 April 2024, the following statutory minimum rates apply across the UK:- Age 21 and over (National Living Wage): £11.44 per hour
- Ages 18 to 20: £8.60 per hour
- Under 18s / Apprentices: £6.40 per hour
Who Must Receive Minimum Wage?
Every ‘worker’ (not just employees) is entitled to the statutory minimum wage for their age/apprenticeship status. This includes:- Full-time and part-time employees
- Agency staff and casual workers
- Apprentices (on apprentice wage if in first year/under 19, otherwise on their age rate)
- Most trainees, as well as those on probationary periods
How Are the Rates Reviewed?
The government sets new minimum wage and living wage rates each April. These changes take effect from the start of the UK tax year - employers should not assume they align with their own financial year. Employers need to update payroll from the start of the new tax year and communicate any changes to their staff in writing.What Other Core Statutory Rights Must Employers Meet?
Beyond paying the legal minimum salary, UK employment law covers other basic rights that must be set out in every contract. Here are the essentials employers (and employees) need to know.Written Contracts and Pay Slips
- Written Statement of Main Terms: Every employee and worker should have a written statement of their employment terms by day one (ideally a full employment contract).
- Pay Slips: Staff must get an itemised, written pay slip every payday, showing gross pay, deductions (such as tax or pension), and net pay.
Paid Annual Leave (Holiday Entitlement)
- Full-Time Employees: At least 28 days’ paid holiday per year (including bank holidays), pro-rated for part-time staff.
- Holiday Pay: Calculated based on a worker’s average pay (including regular overtime or commission).
Rest Breaks and Working Hours
- Working Hours: Under the Working Time Regulations, most workers can’t be asked to work more than 48 hours per week on average (unless they’ve voluntarily opted out).
- Rest Breaks: At least a 20-minute break if working more than 6 hours, plus daily/weekly rest periods.
Statutory Sick Pay (SSP) 2024/25
If an employee is too ill to work, they may be eligible for Statutory Sick Pay. This is a key minimum right - here’s what’s changing for 2024/25.- SSP Rate 2024/25: £116.75 per week (up from £109.40 in 2023/24)
- Eligibility: Must have been ill for at least 4 consecutive days, earn at least £123/week (lower earnings limit), and be classed as an employee for SSP purposes.
- Duration: Up to 28 weeks of SSP can be paid per sickness period.
Other Essential Statutory Rights:
- Protection from Unlawful Deductions: Employers can’t withhold pay except by clear legal agreement or deduction.
- Notice Periods: Minimum notice under law is one week after a month’s service, rising for longer service (unless your contract gives more).
- Statutory Redundancy Pay: Workers with 2+ years’ service have rights to minimum redundancy pay, which is calculated based on age, weekly earnings, and length of service.
Maternity, Paternity and Parental Pay Rates 2024/25
Some of the other statutory payments changing in April 2024 include:- Statutory Maternity Pay (SMP Rate 2024/25): £184.03 per week (or 90% of average earnings, whichever is lower)
- Statutory Paternity Pay (SPP Rate 2024/25): Same as SMP after first 6 weeks (£184.03 per week)
- Shared Parental Pay & Adoption Pay: Usually at the SPP/SMP rate.
Who Gets These Rights? Employees, Workers and Contractors Explained
Not everyone in the workplace is entitled to the same protections. The law distinguishes between ‘employees’, ‘workers’, and ‘self-employed contractors’, and this affects which minimum rates and rights apply.Employees
Employees have the fullest protection - including all minimum wage rates, sick pay, redundancy pay, holiday pay, notice rights, protection from unfair dismissal after two years, and more.‘Workers’
‘Workers’ (such as agency staff or some casual workers) are entitled to minimum wage, paid holidays, rest breaks and (usually) sick pay - but may not have redundancy or unfair dismissal rights.Self-Employed Contractors
Contractors are typically not covered by minimum wage or sick pay laws. However, many businesses mislabel staff as ‘contractors’ when they are in fact ‘workers’ or ‘employees’ in the eyes of the law. If in doubt, seek advice about employment status - getting this wrong can result in penalties, back-pay, and reputational damage.Anti-Discrimination Protections & Additional Rights
UK employment law gives wide anti-discrimination protection to every worker. You can’t be paid less, dismissed, or treated unfairly based on protected characteristics such as:- Age
- Sex or gender
- Race, ethnicity, or nationality
- Religion or belief
- Disability
- Pregnancy / maternity
- Sexual orientation
- Marriage or civil partnership status
Recent and Planned Changes to Employment Rights and Rates
It’s essential to keep up with the latest legal changes and statutory pay rates. Here’s what’s new for 2024/25 and what to look out for:- National Living Wage Now Covers Age 21+: For the first time, workers aged 21 and 22 must be paid the top rate.
- Significant Rate Increases: All bands of minimum wage and statutory pay rates (including SSP, SMP, and SPP) have risen for the 2024/25 tax year.
- Upcoming 2025 Review: Further rate changes are likely from April 2025, with the Low Pay Commission currently reviewing future increases.
- Working Rule Agreements: Some industries have ‘Working Rule Agreements’ (WRA) with higher rates or special conditions - but even then, you can’t pay less than statutory minimums.
What Are My Obligations as an Employer?
Employers don’t just need to pay the right rates - there are a few key steps to stay legally compliant throughout the year.Checklist for Employer Compliance
- Update your payroll and HR systems each April to apply the new minimum rates.
- Provide written notice to staff of any rate changes, ideally as part of a formal employment contract amendment.
- Keep clear and accurate records of all payments, hours worked, and statutory pay provided (required by law).
- Monitor hours and working arrangements to ensure compliance with working time regulations.
- Offer paid holidays and statutory sick pay as required - don’t wait to be asked.
- Regularly review staff status (employee/worker/contractor) to ensure correct rights are being applied.
Key Takeaways
- UK minimum wage and statutory sick pay rates are reviewed and updated every April - for 2024/25, the National Living Wage is £11.44/hour (age 21+), and SSP is £116.75 per week.
- All employees and most workers are legally entitled to minimum wage, paid holidays, sick pay, and protection from unfair deduction or discrimination.
- Written contracts, pay slips, correct holiday calculation, and proper record keeping are essential for legal compliance.
- Incorrectly classifying staff (as self-employed, for example) when they have workers’ rights can lead to penalties and must be avoided.
- Employers should review pay structures and contracts each April to reflect the latest statutory rates and entitlements.
- When in doubt, seek professional legal advice to ensure your business is protected from common pitfalls.
