On the Horizon: HR Trends for 2022
The last two years have been filled with disruption and uncertainty
but we’re hoping to reduce the number of reactive measures that we’ve helped businesses to implement over the course of the pandemic.
Whether you took a break over the festive period, or your team worked through, you will undoubtedly have witnessed an increase in the amount of people impacted by Covid-19 since January.
The last two years have been filled with disruption and uncertainty but we’re hoping to reduce the number of reactive measures that we’ve helped businesses to implement over the course of the pandemic. Here’s some insider intel on what we can all expect to see and watch out for, as we continue into 2022:
Changes to National Wage
We can expect to see changes to the national minimum / living wage in April. The new 2022 rates have been set at:
23+ year olds - £9.50
21-22 year olds - £9.18
18-20 year olds - £6.83
16-17 year-olds - £4.81
Apprentices - £4.81
Remember: Keep track of your employees birthdays so that you don’t get caught out as they move between pay bands.
Changes to Parental Pay and Sick Pay
Statutory maternity, paternity, adoption, shared parental, and parental bereavement pay will increase from £151.97 per week to £156.66 per week, from 3 April 2022,
Statutory sick pay has also changed and will increase from £96.35 per week to £99.35 per week. The lower earnings limit for eligibility for these payments is also increasing from £120 to £123 per week, for the first time in two years. These changes will come into effect from 6 April 2022.
Additional Bank Holidays
In acknowledgment and celebration of the Queen’s Platinum Jubilee, the late May bank holiday, which would have fallen on 30 May 2022, will move to Thursday 2 June 2022, and there will be an additional bank holiday on Friday 3 June 2022.
Remember: Check your employee contracts to ascertain your obligation to the employee i.e. they may not have the automatic right to the additional day, or time off on fixed bank holidays.
Covid-19 Vaccinations
The increased incidence of Covid-19 over the last few weeks is a stark reminder that Covid is still very much on the agenda. But with the continued rollout of the vaccination programme, we hope that businesses will be moving towards a much stronger position with less disruption to their workforce.
It won’t be a legal requirement for most businesses to have fully vaccinated workers. But to minimise the disruption of Covid, and for the continued health and safety of staff and customers, you may be considering whether you encourage your people to become fully vaccinated. To learn more about employee rights and the covid-19 vaccination see our blog
Employee Rights and the Covid-19 Vaccination < https://www.dantonhr.com/latest-news/employee-rights-the-covid-19-vaccination >
Remember: Keep track of your employee’s vaccination status.
Family Friendly Rights
Back in 2019, an Employment Bill was announced which is expected to be passed in 2022. This includes the introduction of:
· Statutory neonatal leave
· Pay for parents of babies requiring neonatal care
· An extension of the redundancy protection period for employees on maternity leave to up to six months after they return to work.
The government has also confirmed that they are introducing carer’s leave as a new statutory right. Employees with caring responsibilities will be entitled to take up to one week of unpaid leave per year from the start of their contract of employment.
Third-Party Harassment
Harassment laws are expected to be reviewed and amended in 2022. This will include an extension to the time period employees have for raising tribunal claims and enhanced protection against harassment from third parties, such as clients, customers and members of the public.
Remember: You will need to update your training and policies to account for any changes.
Be Prepared
Danton HR can offer advice and guidance as we navigate these changes and remain compliant in 2022. Stay upto date and compliant during 2022.
Call 01527 306760 or email info@dantonhr.com
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