Employment Law: What will change in April 2022? | March 2022
Every year in April, there are a number of changes to Employment Law. In this update, we bring all of this year's expected changes into one place to help you and your business stay up to date.
So, what will change in April 2022?
National Living/Minimum Wage
The new national minimum wage will be set as a new hourly rate. The rates payable from the 1st April 2022 are as follows:
Aged 23 and above - £9.50
Aged 21 to 22 inclusive - £9.18
Aged 18 to 20 inclusive - £6.83
Aged under 18 - £4.81
Apprentice - £4.81
Increase Statutory Family-Related Pay and SSP
The new weekly rate of statutory maternity, paternity, shared parental and parental bereavement pay will increase to £156.66 from 3 April 2022.
The weekly rate of statutory sick pay will increase to £99.35 from 3 April 2022.
The Employment Rights (Increase of Limits) Order 2022 - New Compensation Limits for 2022/2023
The new compensation limits come into effect on 6th April 2022 and will be as follows:
Maximum limit for one week’s pay when calculating unfair dismissal basic awards and statutory redundancy payments increases to £571 (from £544)
Maximum compensation limit for unfair dismissal increases to £93,878 (from £89,493)
Other developments
The government have Updated their advice for employers carrying out right to work checks during coronavirus (COVID-19) adjusted measure and extended this to 30th September 2022.
The Statutory Sick Pay Rebate Scheme
The Statutory Sick Pay Rebate Scheme will close on 17 March 2022. Employers will therefore no longer be able to claim back SSP for their employees’ coronavirus-related absences, including self-isolation, that occur after 17 March 2022.
Employers will have until 24 March 2022 to submit any new claims for absence periods up to 17 March 2022, or to amend claims they have already submitted.
Our recommendations:
It is important to review your HR policies and practices, to ensure that these changes and updates are fully incorporated. If you have any HR issues and would like to talk them through with our team, please contact us.
NB: This information is for general guidance only and is not legal advice. It should not be regarded or relied upon as a complete or authoritative statement of the law.
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