Minimum wage: 658 employers named, how to check your pay

What the naming round covers and what the Fair Work Agency changes about enforcement

The naming round published on 3 September 2026 is the first since the Fair Work Agency took over enforcement of the National Minimum Wage in April 2026. The agency, which replaced the previous enforcement bodies, has a wider remit and new powers to investigate and penalise employers who breach minimum pay rules.

According to the GOV.UK publication on the naming round, 658 employers were named for failing to pay the National Minimum Wage. The government stated that around £4 million has been returned to more than 27,000 workers, with penalties totalling £7 million issued to the responsible employers. This round covers arrears identified during the agency's first months of operation, reflecting cases that were under investigation or newly discovered after April 2026.

The Fair Work Agency, as described in the GOV.UK guidance on minimum wage enforcement, consolidates functions previously carried out by HMRC and the Employment Agency Standards Inspectorate. It has the authority to issue financial penalties, conduct targeted inspections, and name employers publicly. The agency also has a statutory duty to promote awareness of minimum wage rights among workers and employers.

One key change is that the agency can now use information from other government departments, such as payroll data from the Department for Work and Pensions, to identify potential underpayment more efficiently. This allows for proactive checks rather than relying solely on worker complaints. The naming round itself serves as a deterrent, as the government publishes the names of all employers found to have breached the rules, regardless of the size of the arrears.

For workers, the change means that enforcement is now more streamlined, with a single point of contact for reporting issues. The agency also has the power to recover arrears on behalf of workers without them having to take legal action. However, the naming round only covers employers who have failed to pay the correct rate; it does not include cases where the employer has voluntarily corrected the error before the agency's investigation concludes.

The three breach types that account for most underpayment, with the government's own figures

According to the government's analysis of the naming round, three types of breach account for the majority of underpayment cases. These are: unpaid working time, incorrect deductions from wages, and failure to apply the correct apprentice rate.

The GOV.UK publication on the naming round states that unpaid working time, such as time spent on training, travelling between work sites, or waiting for work, was the most common breach, affecting a significant proportion of the 658 employers named. The government's figures show that this category alone accounted for over half of the total arrears identified in the round.

Incorrect deductions, including those for uniforms, tools, or cash register shortages, were the second most common breach type. The government noted that some employers deducted amounts that took the worker's pay below the minimum wage, which is prohibited under the National Minimum Wage Act 1998. The third breach type was the incorrect application of the apprentice rate, where employers paid the lower apprentice rate to workers who did not meet the qualifying conditions, such as being aged under 19 or in the first year of an apprenticeship.

The government's own figures, as reported in the naming round, indicate that these three breach types together represent about 90% of all underpayment cases found. The remaining cases involved errors in calculating the pay reference period or applying the correct rate for the worker's age. The government emphasised that these breaches were not always deliberate, but ignorance of the rules is not a defence.

Employers named in the round came from a range of sectors, including hospitality, retail, and care, but the government did not provide a full sectoral breakdown in the publication. The arrears per worker varied, with some cases involving small amounts, but the cumulative total reached £4 million.

How to check a payslip for deductions, unpaid working time and the wrong apprentice rate

Workers can check their payslip against the minimum wage rates using the GOV.UK guidance on calculating the minimum wage. The key areas to examine are deductions, any unpaid working time, and whether the apprentice rate has been applied correctly.

According to the GOV.UK page on calculating the minimum wage, the first step is to identify the pay reference period, which is usually the period covered by the payslip, such as a week or a month. For each period, the worker should calculate their gross pay before any deductions, but after certain items are excluded, such as overtime payments or tips. The minimum wage is then compared to the average hourly rate for that period.

Deductions are a common source of error. The GOV.UK guidance states that any deduction that is for the employer's own use, such as for a uniform or a cash register shortfall, must not reduce the worker's pay below the minimum wage. However, deductions for tax, National Insurance, or pension contributions are allowed. Workers should check their payslip for any line items that are not statutory or agreed in their contract.

Unpaid working time is harder to spot from a payslip alone. The guidance explains that time spent on activities that are required by the employer, such as training, travelling between customers, or waiting for work to be available, counts as working time. If this time is not recorded or paid, the average hourly rate will be lower than it appears. Workers should keep a log of any such time and compare it to their paid hours.

For apprentices, the rate depends on age and year of apprenticeship. The GOV.UK rates page lists the apprentice rate as £8 per hour from April 2026. Workers who are aged 19 or over and have completed the first year of their apprenticeship must be paid at least the rate for their age group, not the apprentice rate. Checking the start date of the apprenticeship is essential to determine the correct rate.

How to raise it with an employer, and the Acas and HMRC routes if that fails

If a worker believes they have been underpaid, the first step is to raise the issue with their employer, preferably in writing. If this does not resolve the matter, the worker can contact Acas for free and confidential advice, or report the employer to HMRC, which still handles minimum wage enforcement on behalf of the Fair Work Agency.

The GOV.UK guidance on minimum wage disputes advises workers to first check their employment contract and payslips to confirm the underpayment. The worker should then raise the issue with their manager or HR department, explaining the specific breach, such as unpaid working time or an incorrect deduction. The employer is legally required to correct the underpayment and pay any arrears.

If the employer does not respond or refuses to pay, the worker can contact Acas, the Advisory, Conciliation and Arbitration Service. Acas provides free advice on employment rights and can help with early conciliation, which is a mandatory step before an employment tribunal claim. Acas can also mediate between the worker and employer to reach a settlement without going to court.

Alternatively, the worker can report the employer to HMRC, which investigates minimum wage breaches. The GOV.UK page on reporting a minimum wage breach states that workers can use the online form or call the Acas helpline, which passes the information to HMRC. HMRC has the power to inspect payroll records and issue penalties, and the Fair Work Agency will then name the employer if a breach is found.

Workers are protected from dismissal or detriment for raising a minimum wage complaint. The National Minimum Wage Act 1998 provides that an employer cannot treat a worker unfairly because they have made a complaint or provided information to an enforcement body. If a worker is dismissed for this reason, they may be able to claim unfair dismissal.

What arrears an underpaid worker can recover and over what period

Under the National Minimum Wage Act 1998, an underpaid worker can recover arrears going back up to six years from the date the claim is made. This applies to any period where the worker was paid below the minimum wage, and the arrears are calculated as the difference between the actual pay and the correct rate.

According to GOV.UK guidance on calculating the minimum wage, arrears are based on the pay reference periods in which the underpayment occurred. The worker must be able to show that they worked during those periods and that their average hourly rate fell below the minimum. The arrears include any deductions that were made incorrectly, as well as any unpaid working time that should have been counted.

The six-year limit is set out in the National Minimum Wage Act 1998, which applies to claims brought in a civil court or an employment tribunal. For claims made through HMRC or the Fair Work Agency, the agency can recover arrears for up to six years from the date of the investigation, as stated in the GOV.UK enforcement guidance. In the naming round published on 3 September 2026, the government confirmed that the £4 million returned to workers covered arrears from the previous six years.

Workers who are owed arrears should keep records of their hours worked and payslips for the entire period, as this evidence is crucial for calculating the amount owed. If the employer has gone out of business, the worker may still be able to claim from the National Insurance Fund, but this is subject to separate rules.

It is important to note that the arrears do not include interest, unless the case goes to an employment tribunal, which can award interest on the amount owed. The government's naming round does not provide interest, but it does ensure that the employer pays the full arrears plus any penalty.

Frequently asked questions

How can a worker check whether their pay meets the National Minimum Wage?

A worker can use the government's online minimum wage calculator, which checks pay against the correct rate for age and hours. The worker needs details such as pay frequency, working hours, and any deductions. The tool shows whether pay is below the legal minimum and provides a reference number to use when reporting concerns to the Fair Work Agency.

What action can a worker take if they are paid below the minimum wage?

A worker who believes they are underpaid can contact the Fair Work Agency directly. The agency investigates complaints and can order arrears to be repaid. Workers can also raise the issue with their employer first, but there is no requirement to do so. The agency handles cases confidentially and can issue penalties against employers who break the law.

What does it mean for an employer to be named by the government?

Being named means the employer has been publicly identified by the Fair Work Agency for failing to pay the National Minimum Wage. The naming round lists the employer's name, address, and the amount of arrears owed. This is part of enforcement action, which also includes repayment orders and financial penalties. The list is published to deter non-compliance.

How much money has been recovered for workers in the latest naming round?

In the latest round, around 4 million pounds has been returned to more than 27,000 workers. This amount represents arrears owed by the 658 named employers. Additionally, about 7 million pounds in penalties has been issued to those employers. The total reflects the scale of underpayment identified by the Fair Work Agency since it took over enforcement in April.

Which employers are included in the government's naming list?

The list includes 658 employers who failed to pay the National Minimum Wage. These employers range across various sectors and sizes, from small businesses to larger firms. Each entry shows the employer's name, the number of workers affected, and the total arrears owed. The list is published by the Fair Work Agency as part of its enforcement duties.