National Minimum Wage Regulations 2015
What this means for your business
- Applies to
- United Kingdom
- On this page
- 1 compliance obligation, 5 practical guides across 3 topics
What you must do
1 compliance obligation under this legislation.
Record keeping 1
Keep records to demonstrate minimum wage compliance
You must keep suitable payroll and related records for every worker you pay at least the national minimum wage (including agricultural rates). This includes copies of daily‑average agreements for unmeasured work, output‑work notices and calculation data, and any extra records for agricultural workers. The records must be kept for six years and can be stored electronically.
Practical guidance
Our guides explain how to comply with the requirements above.
Hospitality sector market overview
Market size, growth trends, investment opportunities, and key statistics for the UK hospitality sector including employment, business counts, and economic …
Paying the National Minimum Wage
Your obligations for minimum wage and record keeping.
Before you hire your first employee
Everything you need to do before employing your first staff member.
Keep business records after closing
Record retention requirements that continue after your business closes. Covers how long to keep tax records, employment documents, contracts, and …
National Minimum Wage, tips, and pay compliance in hospitality
How to ensure NMW compliance in hospitality, covering the accommodation offset, why tips cannot count towards minimum wage, unpaid trial …
Sections and provisions
62 classified provisions from this legislation.
Definitions 17
- s.3 General interpretative provisions the Act further education course higher education course
- s.9 Payments as respects the pay reference period
- s.10 Payments and benefits in kind which do not form part of a worker’s remuneration
- s.14 Deductions or payments as respects living accommodation further education institution higher education institution local housing authority
- s.16 Amount for provision of living accommodation
- s.18 Hours where payment due on submission of a record
- s.19 Hours spent training
- s.20 Hours spent travelling
- s.21 The meaning of salaried hours work
- s.25 Determining the basic hours in the calculation year D H
- s.27 Hours treated as worked for the purpose of determining whether the worker works more than the basic hours in the calculation year and, where the worker does, the number of salaried hours work in that year
- s.30 The meaning of time work
- s.32 Time work where worker is available at or near a place of work
- s.36 The meaning of output work
- s.42 The meaning of average hourly output rate (rated output work)
- s.57 Work does not include work relating to family household
- Determining the applicable national minimum wage r Determining the applicable national minimum wage rate
Exemptions 6
- s.12 Deductions or payments for the employer’s own use and benefit
- s.13 Deductions or payments as respects a worker’s expenditure
- s.28 Determining hours of salaried hours work if the worker works more than the basic hours in the calculation year
- s.53 Work experience as part of a higher or further education course
- s.55 Work schemes for provision of accommodation to the homeless
- Workers who qualify for the national minimum wage Workers who qualify for the national minimum wage at a different rate