Minimum Wage Increase 2025 | How Should Employers Prepare?

As the UK economy continues to navigate through various challenges, the minimum wage increase in 2025 looms as a significant change for employers. With the National Living Wage (NLW) and National Minimum Wage (NMW) rates set to rise in April 2025, businesses across the country must navigate this financial adjustment carefully.

This article provides actionable steps to ensure compliance, manage costs, and support employee satisfaction during this transition.

Knowing the 2025 minimum wage increase figures is the first step. From April 2025, the UK government will enforce the following rates based on recommendations from the Low Pay Commission (LPC):

Understanding these rates ensures you remain compliant and ready to adjust payroll systems in time.

This increase will have a substantial impact on many businesses, especially those in low-margin industries or sectors with large numbers of minimum wage employees.

Here’s how to approach this:

• Conduct a wage audit: Review your current payroll and identify all employees who earn at or near the minimum wage. Understand how much of an increase you will need to provide.
• Calculate the impact: Estimate the total cost increase for your business.  You might also want to factor in overtime or additional benefits if applicable. If the increase to minimum wage means those paid at a high level have their pay differential diminished, i.e. their pay progression has been devalued, ensure you decide how you will deal with that and factor any additional costs into your calculation.
• Review profit margins: For businesses that operate on tight margins, the wage increase could significantly affect profitability. Use financial forecasting tools to predict how the increase will impact your bottom line.

Transparency is key to maintaining good employee relations, especially when salary increases are involved.

Plan ahead to inform your staff about the changes to their pay. Clear communication can help to reduce any misunderstandings or frustrations.

• Inform employees individually: Provide employees who will be affected by the wage increase with clear information about their new pay rates. This can be communicated via email or letter.
• Ensure clarity on other benefits: If your business offers benefits like bonuses, or other allowances, make sure to clarify whether these will also be adjusted or remain unchanged.
• Prepare for questions: Some employees may have concerns or questions about how the wage increase will affect their overall package, taxes, or benefits.

With a rise in wage costs, it may be necessary to reassess your pricing strategy or cost structure. Here are a few areas to consider:

• Raising prices: In industries where profit margins are razor-thin, passing on some of the wage increases to customers through higher prices might be necessary. However, this needs to be balanced carefully to avoid losing customers or damaging your competitive position in the market.
• Exploring efficiency improvements: Look for opportunities to streamline operations, or reduce waste to offset higher labour costs. Investing in technology and better systems can help reduce long-term operational costs.
• Outsourcing or adjusting staffing levels: Depending on your industry and the size of the increase, you may need to reconsider the size of your workforce or explore outsourcing certain tasks to reduce the burden of wage increases.  Many employers have to take the uncomfortable decision to make redundancies when faced with a significant pay hike.

Finally, ensuring compliance with the law is essential. Non-compliance with minimum wage legislation can result in fines, penalties, and reputational damage.

• Audit your current practices: Before the wage increase takes effect, conduct an audit to ensure all employees are paid correctly, including for overtime and other allowances.
• Update your payroll system: Update software or consult with your payroll provider to make sure there are no errors when processing payments.
• Be aware of penalties: Failing to comply with minimum wage rules can result in hefty fines, so make sure you’re fully up to date on any legislative changes before April 2025.

While addressing the immediate impact of the minimum wage increase is crucial, it’s also worth considering long-term strategies to make your business more resilient to future wage hikes. This could include:

• Implementing flexible working arrangements: Offering remote work or flexible hours can help reduce overhead costs for your business, such as utility bills.
• Exploring automation: Where possible, automating routine tasks can help reduce the number of employees required for certain roles, balancing out the rising costs of the workforce

The upcoming minimum wage increase will affect businesses of all sizes in the UK, but with thoughtful planning and preparation, employers can mitigate the financial impact while continuing to comply with the law. By understanding the changes, assessing the impact on your payroll, communicating with employees, and adjusting your business strategies, you’ll be better equipped to handle the April 2025 increase.

Ultimately, how you plan for the minimum wage increase will depend on your unique business circumstances, but taking a proactive approach is essential. The right strategy will not only help you stay compliant but can also create an opportunity to invest in the long-term sustainability and success of your business.

If you know your business will have to take some drastic steps to cope with the planned increase, our HR consultants at MYHR can advise you on the risks of all the different options you might be considering. 

If you need a conversation with us, please just get in touch!