Luxembourg has the highest statutory minimum wage in the EU at around €2,704 a month, roughly four and a half times Bulgaria's. Germany raised its rate to €13.90 an hour on 1 January 2026, with a further increase to €14.60 legislated for January 2027. The UK National Living Wage rose to £12.71 in April 2026. The US federal minimum remains $7.25, unchanged since 2009, though many states and cities set considerably higher rates.
Five EU countries have no statutory minimum wage at all. Rates change annually in most places, so always verify against the official source before budgeting. Last updated September 2026.
| Country | Rate | As at |
|---|---|---|
| Luxembourg | ~€2,704 per month | January 2026 |
| Ireland | ~€2,391 per month | January 2026 |
| Germany | €13.90 per hour | January 2026 |
| Netherlands | ~€2,295 per month | January 2026 |
| Belgium | ~€2,112 per month | January 2026 |
| United Kingdom | £12.71 per hour (21 and over) | April 2026 |
| France | ~€1,823 per month | January 2026 |
| Australia | AU$24.95 per hour | July 2025 review |
| New Zealand | NZ$23.50 per hour | 2025 |
| United States (federal) | $7.25 per hour | Unchanged since 2009 |
The lowest hourly, daily or monthly rate an employer may legally pay. It is set by government, enforced by law, and in most countries reviewed annually.
The purpose is a floor: a level below which full-time work cannot leave someone. Whether it achieves that is contested, and the debate over employment effects has run for decades without settling.
Within the EU, Luxembourg, at roughly €2,704 a month as of January 2026 according to Eurostat. Ireland, Germany, the Netherlands and Belgium follow, all above €2,000 a month.
The gap across the EU is wide. On 1 July 2026 the highest monthly rate was about four and a half times the lowest.
Comparing in euros alone is misleading, though. Eurostat also publishes figures in purchasing power standards, which adjust for what the money actually buys locally. On that basis the spread narrows considerably, from roughly 4.5 times to about 2.3 times.
Austria, Denmark, Finland, Italy and Sweden have no statutory national minimum wage.
This is not an absence of wage floors. Pay in those countries is set through collective agreements negotiated sector by sector between unions and employer associations, and coverage is high. In practice minimum pay in Denmark or Sweden is well above the EU statutory average.
For an employer, the practical consequence is that you cannot look up a single number. You need to know which collective agreement applies to the role.
Annually in most countries, and the timing varies.
Any published table, including this one, is a snapshot. Verify against the national authority before you commit to a salary.
More than most employers expect.
Age. The UK has separate rates for 21 and over, 18 to 20, under 18 and apprentices. Several countries apply reduced rates to younger workers.
Region. Japan sets rates by prefecture. China varies by province. In the US, state and city rates frequently exceed the federal floor.
Sector. Some countries set different minimums by industry, or allow collective agreements to set higher ones.
Skill level. India's floors vary by state and by skill classification.
This is why a single national figure is often the least useful number in the table.
If you are budgeting an international hire, the minimum wage is rarely the binding constraint. Three things usually matter more.
The market rate. For most professional roles the minimum is irrelevant, because competitive pay sits well above it.
Employer contributions. Social security, pension and insurance contributions vary enormously and are additional to salary. In some countries they add a modest percentage; in others they are substantial. Our employment cost calculator covers total cost rather than salary.
Mandatory extras. Thirteenth month payments, statutory bonuses and holiday allowances are legal requirements in a number of countries and are easy to miss when modelling headcount. See the benefits worth offering.
Europe. Eurostat maintains comparable figures across member states, updated twice a year.
Globally. The International Labour Organization publishes minimum wage policy data by country.
Per country. The national labour ministry or equivalent authority is the only fully reliable source, since it publishes the rate that will actually be enforced against you.
Employment requirements for the countries we operate in are in CountryPedia.
Someone has to track the changes. Rates move annually, on different dates, with different age and regional variations, and an out-of-date rate means underpaying staff.
An Employer of Record handles that as part of being the legal employer. Contracts and payroll reflect the rate in force in each country, and they are updated when it changes rather than when someone notices.
We employ people on your behalf across 214 countries and territories, handling payroll, benefits and compliance in each one.
Talk to our team about the countries you are hiring in.
Within the EU, Luxembourg, at approximately €2,704 per month as of January 2026. Ireland, Germany, the Netherlands and Belgium follow. Comparisons adjusted for purchasing power narrow the gap considerably.
$7.25 per hour, unchanged since 2009. Many states and cities set higher rates, some more than double the federal figure, so the applicable rate depends on where the employee works.
No. Austria, Denmark, Finland, Italy and Sweden have no statutory national minimum. Pay floors in those countries are set through sector-level collective agreements instead, and are generally high.
Annually in most countries, on different dates. The UK updates in April, Australia in July, the Netherlands twice a year. Germany is currently on a legislated multi-year path, reaching €14.60 per hour in January 2027.
Frequently. By age in the UK and much of Europe, by region in Japan, China and the US, by sector in several countries, and by skill classification in India. A single national figure often conceals more than it shows.
No, and the difference is substantial. Employer social security and pension contributions, mandatory bonuses and statutory holiday allowances all sit on top of salary and vary widely by country.