Below are just some of the proposed changes during 2022:

  1. Compulsory Vaccinations

Regulations will come into effect on 1 April 2022 which will make COVID-19 vaccinations compulsory for front-line health and social care workers in England who have face-to-face contact with patients and service users.

  1. Increase in Statutory Rates

From 1 April 2022, the National Living Wage (payable to workers aged 23 and over) and the National Minimum Wage will increase as follows:

For workers aged 23 and over: £9.50 per hour

For workers aged 21-22: £9.18 per hour

For workers aged 18-20: £6.83 per hour

For workers aged 16-17: £4.81per hour

Apprentice rate: £4.81 per hour

From 3 April 2022:

The weekly rate of statutory maternity, adoption, paternity, shared parental and parental bereavement leave pay will increase to £156.66 or 90% of the employee’s average weekly earnings if this is less than the statutory rate.

From 6 April 2022:

The weekly rate of statutory sick pay will increase to £99.35.

  1. Increase in National Insurance Contributions

From 1 April 2022, there will be an increase of 1.25% in the rates of some National Insurance contributions (NICs). The NIC increase will apply to classes 1 (employee and employer) and 4 (self-employed), both main and higher rates.

  1. Additional Bank Holiday

To recognise the Queen’s Platinum Jubilee, the late May bank holiday will be moved to Thursday 2 June 2022, while an additional bank holiday will take place on Friday 3 June 2022.

You should look at your employment contracts to determine how you should approach the additional bank holiday of 3 June 2022. For example, the contract may state that employees’ annual leave entitlement includes ‘all bank and public holidays’ or it may specify ‘eight days of bank and public holidays’. If the latter, you will need to decide whether or not to give the additional bank holiday.

  1. Carer’s Leave

The Government has confirmed that it will introduce a new statutory right of up to one week of unpaid carer’s leave. It will be a “day one” right with no qualifying period of service needed.  The right will be introduced “when Parliamentary time allows”

  1. Sexual Harassment

The Government intends to introduce a new duty for employers to prevent sexual harassment and to re-introduce the concept of third-party harassment in the workplace. The new duty will be introduced “as soon as Parliamentary time allows”.

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