National living or minimum wage increase due to age change letter template
Supporting information
Our National Living or Minimum Wage Increase Due to Age Change Letter Template simplifies communication of wage adjustments on emloyees reaching certain ages, ensuring compliance and fairness.
National living or minimum wage increase due to age change letter
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[Company name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Salary increase
[Option 1 - worker reaches the age of 21]
I'm writing to inform you that your salary will be increased to account for your turning 21 on [date of worker's birthday].
The national minimum wage which applies to workers aged 18 to 20, is £[amount] per hour. The national living wage, which applies to workers aged 21 and up, is £[amount] per hour.
[Option 2 - worker reaches the age of 18]
I'm writing to inform you that your salary will be increased to account for your turning 18 on [date of worker's birthday].
The national minimum wage for employees who are between the ages of 16 and 17, is £[amount] per hour. The national minimum wage rate, which applies to workers aged 18 to 20, is £[amount] per hour.
Your salary will increase from [amount/amount if the employer wishes to pay the worker more] per hour to [amount/amount if the employer wishes to pay the worker more] per hour as of [date that is no later than the worker's birthday].
Please contact [name of individual] if you have any questions about your salary increase or would like more information about the national minimum or living wage.
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Yours [faithfully | sincerely],
[Sender name]
[Sender job title]
[Sender telephone]
[Sender email]
[For, and on behalf of [Company name] ]
What is this for?
The National Living or Minimum Wage Increase Due to Age Change Letter informs employees about adjustments in their wage rates based on changes in age criteria for the national living or minimum wage. It communicates the revised wage rates and highlights the legal obligations of the employer to comply with updated wage regulations.
This letter serves to ensure transparency and clarity regarding wage adjustments, fostering trust and compliance with employment laws. By providing employees with timely and accurate information about their entitlements,
it contributes to maintaining positive employee relations and upholding legal standards in remuneration practices.
Minimum wage rates can be found at https://www.gov.uk/national-minimum-wage-rates.
Employment law compliance
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The National Minimum Wage Act 1998: This sets out the legal minimum hourly rates that employers must pay their workers, and the criteria for determining eligibility for the minimum wage. Employers must ensure that they are paying their employees at or above the minimum wage rate.
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The Employment Rights Act 1996: This outlines the statutory rights that employees have with regard to pay, including the right to receive a written statement of pay and deductions.
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The Working Time Regulations 1998: This sets out the rules on maximum weekly working hours and rest breaks, which can impact the calculation of the minimum wage.
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The Equality Act 2010: This prohibits discrimination on the grounds of age, gender, race, religion, disability, and other protected characteristics in relation to pay and employment. Employers must ensure that any pay increases are implemented fairly and without discrimination.
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The Employment Relations Act 1999: This sets out the requirements for informing and consulting employees on employment matters, including changes to pay and conditions. Employers must consult with their employees on any changes to the minimum wage rate and ensure that they are given notice of any upcoming increase.
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The National Minimum Wage Regulations 2015: This provides additional guidance on the calculation and payment of the minimum wage, including the treatment of tips and deductions. Employers must ensure that they are following these regulations when implementing a minimum wage increase.
