What’s on the UK Employment Law Timetable

An overview of the legal changes you can expect in 2022

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.

Employment law changes in 2020 and 2021 were heavily based on the Coronavirus and significant pieces of planned legislation were side-lined, therefore 2022 could see significant changes.

National Minimum Wage
April 2022 The government has announced the annual increases in national minimum wage rates to apply from 6 April 2022.

From 6 April 2022, the new hourly rates recommended by the Low Pay Commission and accepted by the government will be:

  • Age 23 or over (national living wage rate): £9.50 (from £8.91)
  • Age 21 to 22: £9.18 (from £8.36)
  • Age 18 to 20: £6.83 (from £6.56)
  • Age 16 to 17: £4.81 (from £4.62)
  • Apprentice rate: £4.81 (from £4.30)
Employment Tribunal Award Limits
April 2022 TBC
Statutory Payment Rates
April 2022 The Government has published the statutory payment rates for maternity pay, paternity pay, shared parental pay, adoption pay and sick pay from April 2021.

The rate of statutory sick pay will increase from £96.35 to £99.35 on 11 April 2022.

The standard weekly rate of maternity, paternity, shared parental and adoption pay will increase from £151.97 to £156.66 on 11 April 2022.

To be entitled to these statutory payments, the employee’s average earnings must be equal to or more than the lower earnings limit. This amount for April 2021 was £120 per week, the amount that will apply from April 2022 has not been announced yet.

Mandatory Vaccination
April 2022 Debate on whether there should be mandatory vaccination for certain professions has been ongoing for some time. The Health and Social Care Act 2008 (Regulated Activities) (Amendment) (Coronavirus) Regulations 2021 made it law that anyone working in a care home must be fully vaccinated, including those simply entering the care home to provide a service, unless they are medically exempt from vaccination.

In response to a recent consultation, the Government also confirmed that it will be introducing regulations to ensure that all providers of CQC-regulated activities can only deploy individuals who have been vaccinated against COVID-19 to roles where they interact with patients. This means that employees working in other health and social care settings, including hospitals and GP practices, will need to be vaccinated. The response states that the rules will apply to anyone who has direct, face-to-face contact with patients, whether they are agency workers, volunteers, trainees or contracted through another provider. These groups will be required to provide evidence they have been vaccinated before they are allowed to undertake work; the exceptions to these rules will be very limited.

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.

Right to Work Checks
April 2022 The Home Office has announced that from 6 April 2022, the right to work of those who hold a biometric residence card (BRC), biometric residence permit (BRP) or frontier worker permit (FWP) can only be done online.

Notification of the change was made on 17 December 2021 in a new Appendix E to the Employer right to work checks supporting guidance (otherwise known as “An employer’s guide to right to work checks”), and via direct email to stakeholders.

Read More …
Return to the UK Employment Timetable Directory Read About The Plans For 2023 And Beyond

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