Employment Laws 2022 that will affect your business

BlogBusiness EvolutionHR Advice Posted: Wednesday 2nd February 2022 by

2022 will see several changes in employment law in the UK. At Human Results Ltd, we know it’s stressful to keep up with compliance issues and ensure your business adjusts to changes in the law. This guide will give you an overview of what’s changing this year to make it easier to get ready.

Rate Changes

  1. National Insurance classes 2 and 4 increases by 1.25 percentage points from April
  2. National Living Wage (23+) increases to £9.50, National Minimum Wage will increase to £9.18 (21-22), £6.83 (18-20), £4.81 (under 18), and £4.81 (apprentices)
  3. Statutory Maternity Pay, Paternity Pay, Parent Leave, Bereavement Pay and Adoption Pay increase to £156.66 per week
  4. Statutory Sick Pay will increase to £99.35 per week

Mandatory Vaccination

Several employment law changes have come about in response to the COVID-19 pandemic. The Health and Social Care Act 2008 (Regulated Activities) (Amendment) (Coronavirus) Regulations 2021 state that anyone entering a care home must be vaccinated against COVID-19. This law came into effect on 11th November 2021. The law applies to most people who enter a care home for work, including staff, agency workers, and volunteers. You can find out more from Acas, which has provided further guidance.

Changes to Flexible Working

The Government published a new consultation on flexible working in September 2021. The consultation outlines five proposals to improve the Flexible Working Regulations 2014.

  1. Making the Right to Request Flexible Working a right from the first day of employment
  2. Considering whether the eight reasons for refusing a request remain valid
  3. Requiring the employer to suggest alternatives
  4. Considering the administrative process involved

COVID-19 Right to Work Measures Extended

The right-to-work check procedures which were amended because of the COVID-19 pandemic have been extended until 5th April 2022. The measures allow right work checks to be carried out through video conversations, as well as job seekers and employees to send scanned documents via email or mobile app, instead of having to mail original copies.

Extending Redundancy Protection for Women and New Parents

The government confirmed its intention to extend the redundancy protection period now granted to mothers on maternity leave in the upcoming Employment Bill on 14th May 2022, in response to a Women and Equalities committee report. A prior consultation on this topic took place in 2019.

Pregnant women will be protected from the time they tell their employer of their pregnancy up until 6 months after the mother returns to work, as well as those who are adopting or taking shared parental leave.

Introduction of Right to Carer’s Leave

A new right to carer’s leave will be introduced, allowing unpaid workers to take up to 5 days of unpaid leave each year. These days can be taken as half-days or full-days and the notice given by the caregiver must be two times the duration requested, plus one day. Employees will be able to self-certify their requests, with no official proof required.

Tips and Gratuities

Employers will no longer be allowed to accept tips and gratuities that are intended for employees. They will be required to have a documented tip policy in place and keep a record of how tips are handled to ensure a fair and transparent process.

These changes to employment law will have significant effects on employers across different sectors. Human Results can help you get organised and provide the support your business needs. If you need support or advice on any upcoming Employment changes in 2022 contact us today.

Shares
Share This