Last updated: 3 July 2026
Last fact-checked: 3 July 2026
Quick Answer:
Yes. M&S increased its basic hourly rate for approximately 55,000 UK customer assistants to at least £13.41 per hour from 1 April 2026. London-based customer assistants moved to a separate rate of £14.74 per hour.
However, the commonly searched phrase “M&S £13.41 minimum wage” does not refer to a new government minimum wage. The £13.41 figure is a company-set M&S hourly rate for the customer assistants covered by its announcement.
The statutory National Living Wage for eligible workers aged 21 and over is £12.71 per hour from 1 April 2026. Separate statutory rates apply to younger workers and eligible apprentices.
Key Takeaways:
- M&S’s national customer-assistant rate increased to at least £13.41 per hour.
- London-based customer assistants receive £14.74 per hour.
- The new rates took effect on 1 April 2026.
- Approximately 55,000 UK customer assistants are covered by the announcement.
- M&S committed more than £70 million to the latest retail-colleague pay increase.
- The national M&S rate is 70p per hour above the statutory National Living Wage for workers aged 21 and over.
- M&S said the increase could be worth approximately £132 more per month or £1,587 over the year ahead, although individual increases can vary.
- The £13.41 figure is basic gross hourly pay and does not include the estimated value of staff benefits.
What Does the “M&S £13.41 Minimum Wage” Actually Mean?
The phrase “M&S £13.41 minimum wage” generally refers to the retailer’s own minimum or standard hourly rate for the UK customer assistants covered by its March 2026 pay announcement.
According to the official M&S pay announcement, approximately 55,000 UK customer assistants moved to a basic rate of £13.41 per hour from 1 April 2026. London-based customer assistants moved to £14.74 per hour.
The £13.41 rate should not be confused with the National Minimum Wage or National Living Wage. Those are statutory rates set by the government and apply according to a worker’s age and apprenticeship status.
An employer can choose to pay more than the statutory minimum. M&S’s company rate does not create a legal requirement for other retailers or businesses to pay their employees £13.41 per hour.
Why Is £13.41 Described as an M&S Hourly Rate?
The expression “minimum wage” is sometimes used informally to describe the lowest basic hourly rate offered by a particular employer.
Legally, however, the National Minimum Wage and National Living Wage have specific meanings. They are statutory wage protections that eligible employers must follow.
Describing £13.41 as the M&S minimum hourly rate for the customer assistants covered by its announcement is therefore more precise. It separates the company’s pay policy from the legal minimum rates established by the government.
Is £13.41 a Legal Minimum for Other UK Employers?
No. Other employers are not legally required to match M&S’s £13.41 hourly rate.
They must instead make sure that eligible workers receive at least the statutory minimum rate applying to their age and apprenticeship status.
From 1 April 2026, most eligible workers aged 21 and over must receive at least £12.71 per hour. Separate rates apply to workers aged 18 to 20, workers under 18 and qualifying apprentices.
When Did the New M&S Pay Rate Start?
The £13.41 national customer-assistant rate and £14.74 London rate took effect on 1 April 2026.
M&S announced the changes on 3 March 2026. The retailer said it was investing more than £70 million to increase UK retail-colleague pay by at least 6.4%.
The national customer-assistant rate moved to £13.41 per hour, while the rate for London-based customer assistants increased by 6.4% to £14.74 per hour.
Which Payslip Should Show the Increase?
The first payslip showing the new rate can depend on M&S’s payroll timetable and the dates covered by the payment.
For example, a payslip issued after 1 April 2026 could still include some hours worked before the new rate became effective. An employee should therefore check the beginning and end dates of the pay period rather than relying only on the date the payment reached their bank account.
The applicable hourly rate should normally be checked against the dates on which the employee worked the qualifying hours.
What Should an Employee Check on Their Payslip?
As general payroll guidance, an employee checking whether the increase has been applied correctly should review:
- the basic hourly rate;
- the number of paid hours;
- the beginning and end dates of the pay period;
- overtime or premium payments;
- holiday pay where applicable;
- gross pay before deductions;
- pension contributions;
- income tax and National Insurance deductions;
- other authorised deductions; and
- final net or take-home pay.
The basic hourly rate should not be confused with the amount the employee receives after deductions.
Who Qualifies for the £13.41 M&S Hourly Rate?
M&S’s announcement states that the £13.41 rate applies to approximately 55,000 UK customer assistants.
It does not describe £13.41 as a universal rate for every employee working across the entire M&S group. Different roles may have separate pay bands, salaries, allowances and contractual conditions.
Does the Rate Apply to Every M&S Employee?
Not necessarily.
M&S employs people in customer-assistant, management, office, technology, logistics, distribution and other specialist roles. The March 2026 announcement provides a headline rate for UK customer assistants rather than a complete pay schedule covering every M&S position.
Employees in managerial, technical, office, warehouse or distribution roles should not assume that the customer-assistant rate applies to them. Their applicable pay should be stated in their contract, job offer, payslip or internal payroll information.
Does It Apply to Part-Time Customer Assistants?
M&S presents £13.41 as an hourly rate for UK customer assistants, but its public announcement does not set out every contractual eligibility condition or publish separate rules for full-time and part-time workers.
Part-time customer assistants should therefore confirm their applicable rate through their employment contract, payslip or official M&S payroll information.
Total gross earnings will depend on the number of qualifying paid hours worked. A part-time customer assistant working 16 hours per week will receive less total gross pay than an employee working 30 or 37.5 hours, even where both receive the same basic hourly rate.
Unpaid breaks, additional shifts, overtime, absence and changes to scheduled hours can also affect the amount shown on an individual payslip.
Do Younger M&S Customer Assistants Receive the Same Rate?
M&S’s public announcement describes £13.41 as the rate for UK customer assistants and does not publish separate company rates based on age.
However, younger employees should check their contract, job offer, payslip or internal M&S guidance rather than assume that every employment arrangement is identical.
Whatever company rate applies, eligible employees must receive at least the statutory minimum wage for their age and apprenticeship status.
What Is the New M&S London Pay Rate?
London-based M&S customer assistants receive £14.74 per hour under the pay rates that took effect on 1 April 2026.
This is £1.33 per hour more than the national M&S customer-assistant rate of £13.41. M&S said the London rate increased by 6.4%.
Why Does M&S Have a Separate London Rate?
Some employers use a separate London rate to recognise differences in living costs and labour-market conditions in the capital.
M&S’s public announcement confirms a separate rate for London-based customer assistants but does not provide a detailed explanation of how the geographical boundary is determined.
The Living Wage Foundation also calculates a separate voluntary London rate because costs such as rent, transport, childcare, food and household bills tend to be higher in London.
Which Stores Qualify for the London Rate?
The M&S announcement refers to “London-based customer assistants” but does not publish a store-by-store list or geographical boundary for the higher rate.
An employee who is uncertain whether their workplace qualifies should check their contract, job offer, payslip or internal M&S payroll information.
Employees should rely on their employment documents and official payroll information rather than assume that every store within a particular distance of central London qualifies for the higher rate.
M&S Pay Rates for 2026 at a Glance
| Employee category | Basic hourly rate | Effective date | Reported increase |
|---|---|---|---|
| UK customer assistant on the national rate | £13.41 | 1 April 2026 | At least 6.4% |
| London-based customer assistant | £14.74 | 1 April 2026 | 6.4% |
Table note: These are the basic hourly rates published by M&S for the customer-assistant groups covered by its announcement. They are gross rates before deductions and do not include the estimated value of employee benefits.
How Does the M&S £13.41 Rate Compare With the UK Minimum Wage?
Where a customer assistant receives the published £13.41 M&S rate, it is higher than every statutory age-related and apprentice minimum rate in force from 1 April 2026.
According to the government’s National Minimum Wage and National Living Wage rates, the statutory figures are £12.71 for workers aged 21 and over, £10.85 for workers aged 18 to 20, and £8 for under-18s and qualifying apprentices.
| Worker category | Statutory hourly rate from 1 April 2026 |
|---|---|
| Aged 21 and over | £12.71 |
| Aged 18 to 20 | £10.85 |
| Under 18 | £8.00 |
| Eligible apprentice | £8.00 |
The apprentice rate normally applies to apprentices who are under 19 and those aged 19 or over who are in the first year of their apprenticeship.
Apprentices aged 19 or over who have completed the first year of their apprenticeship are generally entitled to the statutory minimum rate for their age.
How Is the National Living Wage Different From the National Minimum Wage?
Both are statutory minimum-pay protections.
The National Living Wage is the compulsory minimum rate for eligible workers aged 21 and over. From 1 April 2026, that rate is £12.71 per hour.
The term National Minimum Wage is generally used for the lower statutory rates applying to younger workers and qualifying apprentices.
Neither statutory rate should be confused with the independently calculated real Living Wage promoted by the Living Wage Foundation.
How Far Above the Legal Adult Rate Is M&S Pay?
The national M&S rate of £13.41 is 70p per hour above the £12.71 National Living Wage for eligible workers aged 21 and over.
The London M&S rate of £14.74 is £2.03 per hour above the statutory adult rate.
There is no separate government National Living Wage for London. The statutory £12.71 adult rate applies across the UK.
How Do M&S Pay Rates Compare With the Real Living Wage?
The statutory National Living Wage and the voluntary real Living Wage are different benchmarks.
The current real Living Wage rates are:
- £13.45 per hour across the UK; and
- £14.80 per hour in London.
The published M&S national customer-assistant rate of £13.41 is therefore 4p below the voluntary UK real Living Wage.
The M&S London rate of £14.74 is 6p below the voluntary London benchmark.
This means the M&S rates are above the statutory government minimum but do not exactly match the 2025–26 voluntary real Living Wage figures published by the Living Wage Foundation.
Are There Several Different Living-Wage Figures?
The terminology can cause confusion because it refers to different systems:
- National Minimum Wage: Compulsory government rates applying to younger workers and qualifying apprentices.
- National Living Wage: The compulsory government minimum rate for eligible workers aged 21 and over.
- Real Living Wage: A voluntary rate independently calculated according to the cost of living by the Living Wage Foundation.
- M&S hourly rate: A company-set rate applying to the M&S customer assistants covered by its pay policy.
The government minimum is legally enforceable. The real Living Wage is voluntary unless an employer has made a contractual or accreditation commitment to pay it.
Is M&S Legally Required to Match the Real Living Wage?
No. Employers are legally required to comply with the statutory National Minimum Wage and National Living Wage.
The Living Wage Foundation’s real Living Wage is voluntary and does not replace the government minimum.
An employer can choose to match or exceed the voluntary rate. However, a business paying more than the statutory minimum is not necessarily paying the full real Living Wage benchmark.
How Much Could an M&S Customer Assistant Earn?
The following table provides illustrative gross earnings at £13.41 per hour.
The calculations assume that the employee receives the same number of paid hours for 52 weeks. The annual figure is divided by 12 to produce an estimated average monthly amount.
| Paid hours per week | Weekly gross pay | Average monthly gross pay | Annual gross pay |
|---|---|---|---|
| 16 hours | £214.56 | £929.76 | £11,157.12 |
| 20 hours | £268.20 | £1,162.20 | £13,946.40 |
| 30 hours | £402.30 | £1,743.30 | £20,919.60 |
| 37.5 hours | £502.88 | £2,179.13 | £26,149.50 |
Calculation note: Weekly amounts are rounded to the nearest penny. Monthly and annual estimates are calculated using the unrounded hourly totals, so they may differ slightly from calculations made by multiplying the displayed rounded weekly amount.
These examples are not guaranteed salary figures. They exclude unpaid breaks, overtime premiums, bonuses, absences, pension contributions, tax and other deductions.
They are based solely on the published £13.41 hourly rate.
Why Might Actual Earnings Be Different?
Actual weekly, monthly or annual earnings can vary because of:
- changing weekly shifts;
- unpaid meal or rest breaks;
- additional shifts;
- overtime and premium rates;
- sickness or other absence;
- holiday-pay calculations;
- payroll cut-off dates;
- pension contributions;
- income tax and National Insurance;
- other authorised deductions; and
- differences between the national and London rates.
Employees should use the paid-hours figure on their payslip when checking whether gross pay has been calculated correctly.
These factors can affect total gross or take-home earnings without necessarily changing an employee’s contractual basic hourly rate.
Is £13.41 Gross Pay or Take-Home Pay?
The £13.41 figure is a gross basic hourly rate. It is the amount earned before income tax, National Insurance, pension contributions and any other authorised deductions.
An employee’s take-home pay may therefore be lower. The exact amount retained depends on total earnings, tax code, pension arrangements and personal circumstances.
The M&S hourly rate itself does not determine how separate forms of income are taxed. Employees who also receive savings income can read the site’s guide explaining whether savings interest must be reported to HMRC.
Workers who have received correspondence about undeclared or potentially taxable interest may also find the guide to HMRC savings account tax letters useful.
How Much More Will M&S Employees Receive?
M&S states that its increase represents approximately £132 more per month or £1,587 more over the year ahead compared with the previous year.
These figures were published by M&S as part of its March 2026 announcement. The public statement does not provide a full breakdown of the weekly hours or working pattern used to calculate the illustration.
Does Every Employee Receive an Extra £1,587?
Not necessarily.
The £1,587 figure is an illustration published by M&S rather than a guaranteed annual increase for every customer assistant.
The actual increase received by an individual can depend on:
- their previous hourly rate;
- the number of paid hours worked;
- whether they receive the national or London rate;
- changes to their scheduled shifts;
- the date the new rate entered their payroll;
- unpaid absence; and
- other changes to their working pattern during the year.
The £1,587 figure should therefore be treated as M&S’s published illustration rather than a guaranteed cash increase for every employee.
Is the Published Annual Increase Before Tax?
Yes. Comparisons between hourly rates and annual earnings normally refer to gross earnings before tax and other deductions.
The additional amount retained as take-home pay will depend on the employee’s tax code, total annual income, National Insurance position and pension arrangements.
Different tax rules can apply to one-off employment payments. For a separate example, the site’s guide explains how much tax may be paid on a £60,000 redundancy payment.
Why Did M&S Increase Store-Staff Pay?
M&S described the increase as an investment in its store colleagues and committed more than £70 million to the latest retail-colleague pay award.
The company also stated that it had invested more than £350 million in colleague pay over the previous four years, producing an increase of more than 34% over that period.
M&S described the latest increase as inflation-beating, comparing it with an annual Consumer Prices Index figure of 3% for January 2026. Chief executive Stuart Machin said store colleagues were “at the heart of our business”.
How Could the Pay Increase Affect M&S?
Paying above the statutory minimum may help a retailer compete for employees, retain experienced staff and support employee morale.
However, these are possible business effects rather than guaranteed outcomes of the pay rise.
Recruitment, retention, productivity and customer service can also be influenced by:
- the availability of contracted hours;
- workplace conditions;
- management;
- training;
- staff benefits;
- scheduling flexibility; and
- opportunities for career progression.
Higher basic pay can also increase operating costs. The overall effect on the business will depend on factors beyond the headline hourly rate.
Does the £13.41 Rate Include M&S Employee Benefits?
No. The £13.41 figure is the published basic hourly cash rate for the customer assistants covered by the national rate.
M&S separately states that its increased base pay and selected benefits package could be worth up to £16.33 per hour.
The £16.33 figure should not be presented as an employee’s basic cash hourly wage because it includes M&S’s estimated value of selected staff benefits.
Which Employee Benefits Did M&S Mention?
The company highlighted:
- an uncapped 20% discount on M&S-branded food, fashion, home and beauty products;
- its Sharesave scheme; and
- pension contributions of up to 12%.
Eligibility, participation and personal value can vary.
For example, a staff discount only provides a financial benefit when an employee buys qualifying products. The value of pension contributions can depend on salary, contribution levels and participation in the relevant scheme.
Why Is a Benefits-Package Value Different From Cash Wages?
Wages are paid as cash earnings for work completed.
Employee benefits may instead take the form of discounts, employer pension contributions, savings arrangements or other non-cash support.
Some benefits are conditional on participation. Others have different values depending on an employee’s salary, contribution level or personal use.
For that reason, a total reward figure such as “up to £16.33 per hour” should not be compared directly with another employer’s basic cash hourly rate unless both benefits packages are valued using a comparable method.
Common Misunderstandings About the M&S Pay Rate
“£13.41 Is the New UK Minimum Wage”
This is incorrect.
The statutory National Living Wage for eligible workers aged 21 and over is £12.71 from 1 April 2026.
The £13.41 figure is an M&S company rate for the customer assistants covered by its announcement.
“Every M&S Employee Now Earns £13.41”
This is too broad.
The announcement specifically covers approximately 55,000 UK customer assistants. It does not provide the applicable rate for every managerial, logistics, distribution, office, technology or specialist role within M&S.
“Employees Take Home £13.41 for Every Hour”
This is misleading.
£13.41 is a gross basic hourly rate before applicable deductions. An employee’s final take-home pay can be affected by income tax, National Insurance, pension contributions and other authorised deductions.
“M&S Pays £16.33 Per Hour Entirely in Cash”
This is incorrect.
M&S says the combined base-pay and selected-benefits package could be worth up to £16.33 per hour. The basic national customer-assistant cash rate is £13.41 per hour.
“The M&S Rate Is Higher Than the Real Living Wage”
The published M&S rates are higher than the statutory government minimum but slightly below the current voluntary real Living Wage benchmarks.
The difference is 4p per hour nationally and 6p per hour in London.
What Should an M&S Employee Do if Their Pay Looks Incorrect?
An employee who believes the correct rate has not been applied should take the following steps:
- Check that the payslip covers hours worked on or after 1 April 2026.
- Review the basic hourly-rate line and the number of paid hours.
- Confirm whether the employee’s role is covered by the customer-assistant rate.
- Check whether the workplace receives the national or London rate.
- Compare the payslip with the employment contract, job offer and rota.
- Ask the relevant manager, HR team or payroll department for a written calculation.
- Keep copies of contracts, payslips, rotas and relevant correspondence.
Where pay may fall below the statutory minimum, employees can use the GOV.UK minimum-wage calculator or contact Acas for further guidance. GOV.UK states that workers can use its calculator to check whether they are receiving the National Minimum Wage or National Living Wage.
Conclusion
The phrase “M&S £13.41 minimum wage” refers to the retailer’s own basic hourly rate for the UK customer assistants covered by its 2026 announcement. It is not a new statutory minimum wage applying to every worker or employer in the UK.
From 1 April 2026, qualifying customer assistants on the national rate receive £13.41 per hour, while London-based customer assistants receive £14.74 per hour.
Both figures are above the statutory National Living Wage of £12.71 for eligible workers aged 21 and over.
Actual weekly, monthly and annual earnings will still depend on paid hours, workplace, role, employment terms and deductions.
Employees who are uncertain about their applicable rate should check their contract, payslip and official M&S payroll information.
Frequently Asked Questions
Is M&S Paying £13.41 Per Hour in Every UK Store?
M&S says its national customer-assistant rate is £13.41 per hour. London-based customer assistants receive a separate rate of £14.74 per hour.
However, other M&S roles may have different pay arrangements, and employees should check their contractual rate.
When Did the M&S £13.41 Hourly Rate Begin?
The new national and London customer-assistant rates took effect on 1 April 2026.
M&S announced the increase on 3 March 2026.
How Much Does M&S Pay Customer Assistants in London?
London-based M&S customer assistants receive £14.74 per hour under the announced 2026 rates.
Employees should check whether M&S classifies their workplace as a qualifying London location.
Is £13.41 the UK National Living Wage?
No. £13.41 is an M&S company pay rate for the customer assistants covered by its announcement.
The statutory National Living Wage for eligible workers aged 21 and over is £12.71 from 1 April 2026.
Is the M&S £13.41 Rate Before or After Tax?
The £13.41 figure is a gross hourly rate before income tax, National Insurance, pension contributions and other authorised deductions.
It is not a guaranteed take-home amount.
Does the M&S Pay Rise Apply to Part-Time Employees?
M&S’s public announcement describes an hourly customer-assistant rate but does not publish every contractual eligibility condition.
Part-time employees should confirm their applicable rate through their contract, payslip or official M&S payroll information.
Does £13.41 Include the M&S Staff Discount and Other Benefits?
No. £13.41 is the basic national cash hourly rate.
M&S’s separate figure of up to £16.33 per hour includes its estimated value of selected benefits, including the staff discount, Sharesave scheme and pension contributions.
How This Article Was Fact-Checked?
This article was checked against the official M&S pay announcement, the current GOV.UK National Minimum Wage and National Living Wage information, and the voluntary real Living Wage rates published by the Living Wage Foundation.
The wording distinguishes M&S’s company-set hourly rate from the statutory National Minimum Wage and National Living Wage.
Independence disclosure: Best Business Blog is not affiliated with Marks & Spencer. This article is based on publicly available company and government information.
Sources
- Official M&S customer-assistant pay announcement
- GOV.UK National Minimum Wage and National Living Wage rates
- Living Wage Foundation real Living Wage rates
Editorial accuracy note: This article provides general information about M&S’s published customer-assistant pay rates and the UK minimum wage. Individual entitlement can depend on a worker’s role, workplace, age, apprenticeship status, contract and qualifying paid hours. This is informational content and is not employment, legal, financial or tax advice.
