What’s on the UK Employment Law Timetable

An overview of the legal changes you can expect in 2022 and beyond

Previously all changes to UK employment law were introduced in either April or October. The Coalition Government abolished this set timetable and now changes to employment law take place at different months throughout the year.

Significant employment law changes are anticipated for 2022 and beyond.

Social Care Tax
April 2022 The Government intends to introduce a new social care package that will be financed by a package of Tax increases.

From April 2022 there will be a rise in National Insurance Contributions of 1.25% for all working adults in the UK and matched by employers. The tax rates on shared dividends will raise by the same amount.

From 2023, it will become a separate tax on earned income from 2023, calculated in the same way as National Insurance and appearing on an employee’s payslip as a Health and Social Care Levy.

Carer’s Leave
To Be Confirmed The Government published their response to the consultation on carer’s leave. It confirmed that the right will consist of one week of unpaid leave per year which can be taken in any way from half day blocks to a whole week.  There will be no qualifying service requirement for this right.

No timescale for the introduction of carer’s leave was announced.

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New legislation to ensure that tips and gratuities go to staff
To Be Confirmed In September 2021 the Government published their response to the consultation on tipping, gratuities, cover and service charges. This confirmed that legislation will be introduced requiring employers in all sectors not to make any deductions, other than those required by tax law, from tips received by staff.  Employers will also have to distribute tips in a fair and transparent way, have a written policy on tips and record how tips are dealt with.  Employees will be able to request information from their employer about their tipping record and this must be responded to within 4 weeks.  A statutory Code of Practice, that employers must have regard to, is to be produced.  Should any of these rights be breached workers will be able to make claims to an employment tribunal. 

No timescale for the introduction of the new rules in relation to tipping was announced.

Increase to the Length of Time Required for Continuity of Employment To Be Broken
To Be Confirmed The time required to break a period of continuous service extends from one week to four weeks. Employees can have a gap of up to four weeks in their service with an employer without it affecting their entitlement to statutory employment rights. The Government’s Good work plan states that the extension of time will make it easier for employees who work intermittently over a period of time for the same employer to access their rights.
New Right for Workers to Request a More Predictable Contract
To Be Confirmed All workers will have the right to request a more predictable and stable contractual working pattern after 26 weeks’ continuous service. The new right was announced in the Government’s Good work plan on 17 December 2018. It is intended to benefit workers who have irregular hours, for example under a zero hours contract, but who would like more certainty on the number of hours they work and/or the days on which they work.
Income Tax Personal Allowance Linked to National Minimum Wage
To Be Confirmed Any increase in the income tax personal allowance will take into account national minimum wage increases to ensure that workers on the national minimum wage working up to 30 hours per week do not pay income tax. The new measure is contained in the Finance (No.2) Act 2015.
Extension of Shared Parental Leave and Pay to Working Grandparents
Unknown The Government had announced that they intended to extend shared parental leave and pay to working grandparents from 2018, allowing mothers to share maternity leave with one nominated working grandparent. A consultation on the extension was expected in May 2016, however, on 7 November 2017, the Department for Business, Energy and Industrial Strategy confirmed that there are no imminent plans to extend shared parental leave and pay to working grandparents.
State Pension Age Rises to 67 Years
Between 2034 and 2036 The Pensions Act 2007 raises the state pension age for men and women to 67. This will occur between April 2034 and April 2036. The Act can be viewed on the OPSI website.
State Pension Age Rises to 68 Years
Between 2034 and 2036 The Pensions Act 2007 raises the state pension age for men and women to 68. This will occur between April 2044 and April 2046. The Act can be viewed on the OPSI website.
Return to the UK Employment Timetable Directory
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