HR in 2022
What’s coming for HR in 2022? Certainly a question most HR managers, business owners and other managers are thinking about right now. Especially so with news of the relaxed restrictions, which will most likely offer a different set of challenges to us all, e.g. following risk assessment, will you still need to impose isolation for positive cases?
The Covid pandemic thrusted HR departments into the spotlight during 2020 and 2021. Those businesses with and without HR departments saw their HR and line manager roles’ workload increase considerably with lots of unneeded pressure and stress. We’re still seeing high levels of both in organisations so we’re certainly not out of this pandemic yet. If you’re concerned about the latter, we’d like to recommend a book titled ‘The Healthy Workforce’ Enhancing Wellbeing and Productivity in the Workers of the Future. (Stephen Bevan & Cary L. Cooper).
After two years of pandemic disruption, we are hoping to move away from the reactive changes seen during 2020 and 2021. It is of course impossible to ever be 100% certain. We’ve outlined below the key measures which are expected in the coming months of 2022 for HR.
National minimum / living wage
This change will happen in April, and organisations will need to ensure they are aware of important birthdays (as staff may move within pay bands) and the new rates so the changes can be implemented. The 2022 rates will be:
- 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.
Other pay increases
Also from the 3 April 2022, statutory maternity, paternity, adoption, shared parental, and parental bereavement pay will increase from £151.97 per week to £156.66 per week.
Statutory sick pay will also increase on 6 April 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.
Bank Holidays
To celebrate the Queen’s Platinum Jubilee, the late May bank holiday, which normally 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. As some may recall for the royal wedding, contracts will need to be checked carefully to understand what the obligation to employees is; there might not be the automatic right to the additional day, or to time off on fixed bank holidays.
Covid
Sadly we will still be stuck with Covid in 2022 but the rollout of vaccinations has put organisations in a much better position. Whilst many organisations will not be required by law to have fully vaccinated workers, to minimise the disruption of Covid, and for the health and safety of staff and customers, encouraging staff to become fully vaccinated, and having boosters, is a move well worth taking. We recommend organisations keep a track of employees vaccination status.
Family friendly rights
An Employment Bill was announced in 2019 and is expected to be passed in 2022. This includes the introduction of statutory neonatal leave and pay for parents of babies requiring neonatal care, and the 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 the introduction of carer’s leave as a new statutory right. This will entitle employees with caring responsibilities to take up to one week of unpaid leave per year from day one.
Making the Right HR Decisions = A Happy and productive workforce.
Paul Deaves. Assoc. CIPD
Managing Director, The Hive Collaborative.
Tel: 01352 781965 | Email: hello@hivecollaborative.co.uk
A member of the Professional Body for HR and People Development.
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