An employer must pay their workers a minimum amount per hour as defined by law. This is called the National Minimum Wage (NMW)
NMW applies to all workers, with certain exceptions such as:
|18 - 20 year old rate||£5.03||£4.98|
|16 - 17 year old rate||£3.72||£3.68|
The Regulations set out a rather complex procedure detailing the calculation of the NMW.
Benefits in kind, expenses, certain allowances and most deductions are not included. Enhanced payments for particular work will not count, but incentive or profit related payments will be included.
Job-related travelling and training time is included. Periods of holiday or absence do not count (even though holiday pay is now obligatory), nor does time taken as rest breaks or industrial action.
The previous 'fair estimate agreements' has been replaced, and employers must pay their workers the minimum wage for every hour they work or a 'fair piece rate' initially set at 100% of the minimum wage.
Although there is an exemption for family members working in the family business, the regulations specifically refer to the employer's family. If the family business (i.e. the employer) is a limited company, then it does not have a family. Even if the family business operates as a sole trade or partnership, the only family members exempted are those who actually live at home.
In common law, company directors are classed as office holders and can do work and be paid for it in that capacity. This is true no matter what sort of work they do and how it is rewarded.
The NMW does not apply to office holders, unless they also have contracts which make them workers.
It is unlikely that a company director will have an implied contract which makes him a worker. The rights and duties of an office are defined by that office, and it exists independently of the person who fills it. Directors can be removed from their office by a simple majority of the votes cast at a general meeting of the company. This contrasts with the rights and duties of an employee which are defined in a contract of employment.
For workers earning in excess of £12,000 per year, employers simply have to keep sufficient records to demonstrate that the NMW has been paid. For workers earning less than £12,000 per year, full details of the NMW calculation must be kept.
Records should be kept for six years.
Individuals have the right to apply to a court or tribunal for non payment of the NMW. They are also protected from suffering any loss for such proceedings. There is a national helpline for Pay and Work Rights (0800 917 2368) which takes complaints from workers, employers and third parties. These lines operate Monday to Friday from 8 a.m to 6 p.m.
|Telephone||0845 917 2368|
|Text phone||0800 121 4042|
|Callers can be assisted in 30 different languages|
The minimum wage regulations are enforced by HM Revenue & Customs, who can issue enforcement notices.
Employers face a penalty if HM Revenue & Customs discover that the NMW has not been paid. Workers are entitled to the arrears of wages at current rates.
Further there is a penalty which is calculated based on the underpayments and this is set at 50 percent of the underpayment subject to a minimum of £100 and maximum of £5,000. Where employers comply fully with any notice of underpayment within 14 days of service there is entitlement to a discount of 50 per cent on the penalty.