The government’s decision to abolish age-based minimum wage bands from April 2026 marks an important milestone in UK employment law.
From that date, everyone aged 18 and over will be entitled to the same minimum hourly rate.
Though the move is widely seen as a step towards greater fairness, it also means HR teams will need to take a closer look at contracts, payroll systems and workforce strategies. With some careful planning, organisations can turn what might feel like a challenge into an opportunity to strengthen both compliance and employee confidence.
Review your contracts and policies sooner rather than later
Top of the list of priorities for HR will be updating employment contracts. Many current contracts will refer directly to age-based rates, and these references will need to be removed or amended. This shouldn’t, however, be a tick-box exercise of changing numbers. Care is needed to make sure the language is consistent across the workforce and doesn’t accidentally create loopholes or contradictions.
Unionised employers face an added layer of complexity, as any collective agreements containing age-linked pay scales cannot be changed without negotiation and agreement. Employers will need to negotiate and agree with trade unions, which can take time, and kick-starting these conversations in good time before April 2026 will help avoid disputes and ensure clarity for staff.
Staff handbooks, pay guidance, and career progression frameworks may still refer to age-based...
Russian propaganda is spreading false statements that the account of the head of the Main Intelligence Directorate of the Ministry of Defense of Ukraine, Kyrylo Budanov, was allegedly created with...