Aldi offer £13 minimum wage for store staff
This week, Aldi has announced their new minimum wage for the store staff outside London will be increased to £13 per hour. What does that mean for the recruitment market as a whole? I have spent the last 13 years in the recruitment industry. I have survived a global pandemic, Brexit and cost of living crisis - I have seen countless trends come and go — but every now and then, a decision is made that forces the industry to recalibrate. Aldi’s recent announcement of a new £13 per hour minimum wage for store staff outside London is one of those pivotal moments. Not only does it set a new benchmark in the retail sector, but it also holds major implications for talent attraction, employee retention, and wage expectations across the board. Let’s take a closer look at why this is a huge win — not just for Aldi staff, but for the industry as a whole.1. Raising the Bar for Fair
Aldi has long been known for offering above-average wages, but £13 per hour in 2025 marks a bold move. It positions the supermarket as one of the most attractive employers in the retail space — outpacing not only competitors like Tesco and Asda but even rival discounters like Lidl. This sets a new floor, not just for supermarkets, but for any customer-facing, hourly-paid roles. It encourages other employers to re-evaluate their compensation strategies or risk losing out on top-tier talent.
2. Talent Attraction in a Tight Market
We’re operating in an increasingly candidate-driven market. Job seekers today — particularly Gen Z — are more selective, socially conscious, and pay-aware than ever before. Aldi’s announcement will undoubtedly enhance its employer brand, making it easier to attract quality candidates who are looking for meaningful work with decent pay.From a recruitment standpoint, Aldi’s move gives companies a blueprint: if you want the best people, you have to pay for them. It’s a reminder that talent acquisition isn’t just about perks and culture — it starts with a fair, competitive base wage.
3. Upward Pressure = Industry Improvement
Some employers may initially balk at the idea of matching Aldi’s wage — but in the long term, this kind of wage leadership creates healthy pressure. It forces competitors to think beyond minimum legal requirements and start competing on value, not just cost-cutting. For the recruitment industry, this means more quality job openings and less friction around salary negotiations. It also encourages clients to invest more in training and development, knowing they’re attracting staff who are motivated and more likely to stay.
4. Boosting Morale and Retention
One of the biggest challenges we help clients solve is staff turnover — particularly in retail and hospitality. Wages are a key part of that conversation. Aldi’s £13 per hour isn’t just a PR move; it’s a strategic retention tool. Higher wages reduce churn, which means lower recruitment costs, less time spent onboarding, and stronger team cohesion. It also shifts the perception of retail work — from being seen as a stopgap to a more viable, long-term career option. That’s a narrative we in recruitment are eager to support and amplify.
5. Setting a Standard for Wage Transparency
Aldi’s pay strategy is refreshingly open and consistent. When clients publish clear pay bands, it builds trust — not just with candidates, but with us as their recruitment partners. Wage transparency streamlines the recruitment process, reduces ghosting, and eliminates second-guessing from job seekers. With Aldi making its pay scale public, we now have another powerful case study to reference when consulting with hesitant employers.
Aldi’s move to £13 per hour is more than just a headline — it’s a signal that retail workers deserve better, and that companies who invest in their people will ultimately reap the benefits in loyalty and performance. We’ll be watching closely to see how other employers respond, but one thing is clear: Aldi has just raised the stakes, and that’s great news for everyone involved.