Peterborough office
48 Broadway, Peterborough Cambridgeshire, PE1 1YW
01733 346 333 01733 562 338 enquiries@hegarty.co.ukStamford office
10 Ironmonger Street, Stamford Lincolnshire, PE9 1PL
01780 752 066 01780 762 774 enquiries@hegarty.co.ukOakham office
66 South Street, Oakham Rutland, LE15 6BQ
01572 757 565 01572 720 555 enquiries@hegarty.co.ukMarket Deeping office
27a Market Place, Market Deeping, PE6 8EA
01778 230 120 01778 230 129 enquiries@hegarty.co.uk16 Mar 2022
With April fast approaching and the start of a new financial year, we thought we would discuss the upcoming changes to Employment law in 2022 that employers and HR professionals should be aware of and action if necessary.
The National Minimum Wage outlines the lowest amount that an employer can legally pay their employees. The hourly rate for each individual is determined by their age and whether they are an apprentice. From 1 April 2022 the rates are as follows:
Statutory Sick Pay will also increase to £99.35 per week and Statutory maternity, paternity, adoption, shared parental pay, and maternity allowance will increase to £156.66 per week.
Despite The House of Commons approving a motion calling on the government to cancel next month’s planned National Insurance rise, the tax increase is still set to go ahead. The changes in April will see National Insurance Contributions rise to 1.25% for employers and employees.
The Employment Bill which was announced in the Queen’s Speech in December 2019, did not progress as expected in 2021. The Bill is scheduled for a second reading on 18 March 2022. The key reforms proposed by the Employment Bill include:
Employers should also be mindful of forthcoming Employment Tribunal determinations on Covid-19 related issues, including disputes regarding furlough, vaccination status and safety at work, to help inform policies concerning these issues.