After two years of disruption, we are hoping to move away from the reactive changes seen during the pandemic. Whilst we do not have firm dates for some proposed changes, there are many that we know when they are going to happen, and you can assist you client with preparing for those now, and develop a plan for when other new changes are given an implementation date.
National minimum / living wage
We know that this will be changing in April, and your client will need to ensure they are aware of important birthdays (as staff may move within pay bands) and the new rates so they can implement these changes. The 2022 rates will be:
- 23+ year olds = £9.50
- 21-22 year olds = £9.18
- 18-20 year olds = £6.83
- 16-17 year-olds = £4.81
- Apprentices = £4.81.
Similarly, from 3 April 2022, statutory maternity, paternity, adoption, shared parental, and parental bereavement pay will increase from £151.97 per week to £156.66 per week.
Statutory sick pay will also increase on 6 April from £96.35 per week to £99.35 per week. The lower earnings limit for eligibility for these payments is also increasing from £120 to £123 per week, for the first time in two years.
Holidays
To celebrate the Queen’s Platinum Jubilee, the late May bank holiday, which normally would have fallen on 30th May 2022, will move to Thursday 2nd June 2022 and there will be an additional bank holiday on Friday 3rd June 2022. Your client will need to check the wording of employees’ contracts to understand their obligations; there might not be the automatic right to the additional day, or to time off on fixed bank holidays.
Covid
Covid will still be around in 2022 but the rollout of vaccinations has put organisations in a much better position. Whilst your client not will be required by law to have fully vaccinated workers, to minimise the disruption of Covid, and for the health and safety of staff and customers, encouraging staff to become fully vaccinated, and having boosters, is a move well worth taking. Keeping track of everyone’s vaccination status is recommended for the same reasons.
Family friendly rights
An Employment Bill was announced in 2019 and is expected to be passed in 2022. This includes the introduction of statutory neonatal leave and pay for parents of babies requiring neonatal care, and the extension of the redundancy protection period for employees on maternity leave to up to six months after they return to work.
The government has confirmed the introduction of carer’s leave as a new statutory right. This will entitle employees with caring responsibilities to take up to one week of unpaid leave per year from day one.
Third party harassment
Changes to harassment laws are expected in 2022, including an extension to the time period employees have for raising tribunal claims and enhanced protection against harassment from third parties, such as clients, customers and members of the public. Your client should be prepared to undertake training and update their policies accordingly.
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