As the new year kicks off, employers must be aware of upcoming changes to the employment law and adjust their policies and procedures. These are some of the employment law changes in 2022.
National Minimum Wage
The rate of the National Minimum Wage will increase to £9.18 for workers aged between 21 and 22. The rates for workers aged 18-20 will increase to £6.38 and £4.81 for those aged 16-17. Statutory sick pay will also increase to £99.35 per week. The National Living Wage is also set to rise to £9.50.
There will also be an increase in the rate for statutory maternity, shared parental pay, adoption, paternity, and maternity allowance to £156.66 per week.
Right to Work
Full right to work checks will return from 5th April 2022. During the pandemic, employers had the right to carry these out remotely.
The bank holiday, which would typically fall on 30th May, will now be on Thursday 2nd June 2022, in line with the Queen’s Platinum Jubilee. There will be another bank holiday on the 3rd of June 2022. Employers will need to check contracts to understand if their employees will be entitled to this day.
National Insurance Contributions
The National Insurance Contribution will increase by 1.25% from April 2022, and this will apply to all employed adults in the UK. Tax rates on shared dividends will also increase by the same.
Family Friendly Rights
The Employment Bill announced in 2019 is expected to be passed in 2022. In this Bill, there will be the introduction of statutory neonatal leave and pay for the parents of babies that require neonatal care. It will also include the extension of the redundancy protection period for employees on maternity leave. The period will increase for up to six months after returning to work. Carer’s leave will become a statutory right. Employees with caring responsibilities will be entitled to take one week of unpaid leave per year from the day they start employment.
Third-party harassment laws are also expected to change in 2022. It will include an extension to the period for raising tribunal claims and enhanced protection against third-party harassment. Third-party includes clients, customers, and members of the public.
There are some changes to the Flexible Working Regulations 2014 expected, with the Government currently consulting on the reforms. Some areas the Government are looking at include:
- The right to request flexible working to be available to employees from the day they start.
- Assessing the business reasons for rejecting flexible working requests and whether these are still applicable.
- Understanding whether employers are looking into alternative working arrangements if they reject flexible working requests.
- Increasing awareness of flexible working and the benefits it offers.
If you would like to discuss the changes to the employment law and what these mean for you or if you need assistance with contracts, or any other HR advice and guidance, you can call us at 01787 695084 or email firstname.lastname@example.org.