As many businesses are likely all too aware April will be bringing increased costs, not least in the form of increases to statutory payment rates such as those for National Minimum wage and family leave payment rates. To help your business prepare, you can find below a reminder of the statutory rate changes.
National Minimum Wage
| Wage Band | Rate from 1 April 2025(£ per hour) |
| Workers aged 21 and over(National Living Wage) | £12.21 |
| Rate for workers aged 18 – 20 | £10.00 |
| Rate for 16 and 17-year olds | £7.55 |
| Rate for apprentices under 19 and those aged 19 and over in the first 12 months of their apprenticeship | £7.55 |
Statutory family leave payment rates
Where an employee meets the qualifying conditions for the payment(s):
| Statutory Payment | Rate from 6th April 2025 |
| Statutory Maternity Pay (SMP) | First 6 weeks paid at 90% of normal weekly earningsThen 33 weeks at £187.18 (or 90% of normal weekly earnings if this is lower) |
| Statutory Paternity Pay | £187.18 per week (or 90% of normal weekly earnings if this is lower) |
| Statutory Adoption Pay | First 6 weeks paid at 90% of normal weekly earningsThen 33 weeks at £187.18 (or 90% of normal weekly earnings if this is lower) |
| Statutory Shared Parental Pay (ShPP) | £187.18 per week (or 90% of normal weekly earnings if this is lower) |
As you may remember, a new right to statutory neonatal care leave [please link to previous LU on this is coming into force in April 2025. Where an employee meets the qualifying requirements for statutory neonatal care pay this will be £187.18 or 90% of the employee’s average weekly earnings, whichever is lower.
Statutory Sick Pay (SSP)
From 6th April 2025 the rate of SSP will be £118.75 a week.
Lower earnings limit
From 6th April 2025 the lower earnings limit (relevant for matters such as qualification for certain statutory employment law payments) is £125 per week.
Yet to be announced
Limits on a weeks’ pay (relevant to matters such as calculating statutory redundancy pay) and changes to the Vento bands used to assess injury to feelings in successful discrimination claims are also expected. We will keep you updated on developments, in the meantime if you have a HR matter you would like assistance with, please get in touch.