Apprentice National Minimum Wage

From Thursday 1 October 2015, the apprentice national minimum wage (NMW) will rise by 57p to £3.30 per hour.

This is the largest ever increase in the apprentice National Minimum Wage. By implementing a rate higher than the LPC’s recommendation, the government intends that apprenticeships will deliver a wage that is comparable to other choices for work.





21 and over

18 to 20

Under 18























This rate is for apprentices aged 16 to 18 and those aged 19 or over who are in their first year. All other apprentices are entitled to the National Minimum Wage for their age. This means that Apprentices over 19 who have completed the first year of their apprenticeship are entitled to the minimum wage rate for their age.



General minimum wage changes from 1 October 2015:

  • the adult rate will increase by 20 pence to £6.70 per hour

  • the rate for 18 to 20 year olds will increase by 17 pence to £5.30 per hour

  • the rate for 16 to 17 year olds will increase by 8 pence to £3.87 per hour

  • the apprentice rate will increase by 57 pence to £3.30 per hour

  • the accommodation offset increases from the current £5.08 to £5.35


Please note that it is a criminal offence for employers not to pay someone the National Minimum Wage or to falsify payment records.  If HMRC finds out that an employer has not been paying the right rates, any arrears have to be paid back immediately. There will also be a financial penalty and offenders might be named and shamed. It’s the employer’s responsibility to keep records proving that they are paying the minimum wage – most employers use their payroll records as proof. All records have to be kept for 3 years.


Need to become NMW Compliant?

Visit our friends at National Minimum Wage Direct Ltd who protect businesses by assessing your risk areas to ensure you comply with the latest NMW laws.


Confidential, professional and specialist NMW advice


Their specialised consultancy team consists of experienced professionals with extensive experience in NMW regulations and legislation who can explain employers’ responsibilities in a clear and concise manner.




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