Update on National Minimum & Living Wage and Statutory Sick Pay Changes

As part of our partnership with NCASS, Colden HR is sharing a series of practical updates to help Members stay informed, compliant and confident when managing their teams. There were some updates to Employment Legislation that took effect in April 2026. Now is a good time to check and update your internal documents and policies, if you haven’t done so already, to ensure that you remain compliant.

If you would like further support or guidance on these topics or any other HR topics, as part of your premium membership of NCASS, you have access to an initial free 30-minute consultation with Colden HR. Additional time and/or support can be discussed and we can share the rates that would be charged for this. We are ready and available to help you whenever you need us.

If you would like to access HR support, please contact Patricia Colden:

📩 [email protected]

Update on National Minimum & Living Wage and Statutory Sick Pay Changes

 Are you fully compliant and is your business prepared?

From 1 April 2026, the new National Living and National Minimum Wage rates came into force. It’s important for all NCASS Members to ensure your payroll and pay structures reflect these changes.

Current rates:

• National Living Wage (21+): £12.71 per hour
• 18–20 Year Old Rate: £10.85 per hour
• 16–17 Year Old Rate: £8.00 per hour
• Apprentice Rate: £8.00 per hour

It is important to note that  HMRC will also look at costs that employees must incur to perform their jobs when assessing if NMW/NLW is being paid. If your policy requires staff to wear specific items of footwear and/or clothing and expects the member of staff to purchase them for themselves, these costs may be classed as a deduction that reduces pay.

If you haven’t already done so, it’s important that you:
✔ Check all employee pay rates are compliant with new rates

✔ Check any uniform policy for compliance
✔ Review payroll systems and recent pay runs
✔ Consider the wider impact on pay structures and differentials

✔ Ensure any updates have been clearly communicated to your team

For hospitality businesses in particular, where staffing structures can be varied and seasonal, it is important to ensure all workers are being paid correctly under the new rates. If you have paid anyone incorrectly for April and May, now is the time to correct this for June onwards and to pay any backpay that may be due to your staff.

Changes to Statutory Sick Pay

Changes introduced under the Employment Rights Act mean that Statutory Sick Pay (SSP) is now payable from day one of absence, removing the previous three waiting days.  It’s important for all NCASS Members to ensure their approach to sickness absence reflects these changes.

What this means for your business: You should now:
✔ Review and update your sickness absence policy
✔ Check payroll processes and SSP calculations
✔ Ensure managers are confident in recording and managing absence
✔ Consider early intervention and wellbeing support to manage absence levels

For hospitality businesses in particular, where absence can have an immediate operational impact, having clear processes and well-informed managers is essential.

Taking a proactive approach will help you manage cost, remain compliant and support your workforce effectively.

In need of some support?

As the HR Partner to NCASS Members, Colden HR can help you to check compliance with NMW and NLW, review your absence policies, processes or manager training, or anything else HR-related that you need some support with.

If you haven’t already spoken with us, the first 30 minutes of advice and support is free of charge. Please get in touch

📩 [email protected]