What’s on the horizon and what are the employment law updates in 2022?
If you own or run a business, there are a few changes you will need to be aware of.

November 2021: staff working in care homes in England required to have full coronavirus vaccination

From 11 November, there is a requirement that only people who can demonstrate evidence of having a full vaccination course are allowed to work in a CQC-registered care home in England. This applies to all professionals entering the indoor premises including: care home staff, healthcare workers, tradespeople, hairdressers and beauticians and CQC inspectors. Read the full guidance

April 2022: Rate changes

In other employment law updates in 2022, there will be changes to rates. The usual rate changes will apply to:

  • The National Minimum Wage and National Living Wage.
  • Statutory Maternity Pay, Statutory Paternity Pay, Shared Parental Pay, Adoption Pay, Maternity Allowance, and Statutory Parental Bereavement Pay
  • Statutory Sick Pay
  • The statutory cap on a weeks’ pay for the purposes of calculating the basic award and statutory redundancy pay.

April 2022: Increase in National Insurance contributions

One of the key employment law updates in 2022, as recently announced, is that National Insurance Contributions will increase by 1.25% from April 2022 for employers and employees to raise funds for social care and the NHS. This increase will apply to class 1 NICs paid by employees and class 4 NICs paid by self-employed workers. Class 2 self-employed NICs and class 3 NICs, which are voluntary payments made to top-up state pension gaps, are not impacted by the levy. The levy will also not be taken from pension income.

New legislation confirmed

  • New legislation to ensure that tips and gratuities go to staff

This new legislation is intended to prevent employers from taking tips and gratuities that should go to staff and to eradicate poor tipping practices. It is expected to introduce this “at the earliest opportunity.”

Legislation which is expected but still to be confirmed

Further employment law updates in 2022 which are expected but not yet confirmed include:

  • New right for workers to request a more stable contract

As part of the government’s Good Work Plan, all workers will have the right to request a more predictable and stable contractual working pattern after 26 weeks’ continuous service. This is for the benefit of workers who may have irregular hours (such as a zero hours contract) but require certainty on the number of hours they work and / or they days on which they work.

  • New pensions dashboard service introduced

The Pensions Schemes Act 2021 allows individuals (or persons appointed by them) to access online information about their pension, including state, personal and occupational pensions, via a pensions dashboard service, to help them plan for retirement.

For advice on any of the above, or any advice on employment law updates in 2022, please get in touch.