HR professionals must ensure that their organisation is on top of the raft of employment law developments in April 2022. These changes include rises in national minimum wage rates, gender pay gap reporting deadlines, increases to statutory redundancy pay and maternity pay, and the end of HMRC’s IR35 enforcement “grace period”.

30 March / 4 April: Publish your gender pay gap report

Organisations have 12 months to publish their gender pay gap figures from the relevant snapshot date – 31 March for the public sector and 5 April for the private and voluntary sectors.

This means that the gender pay gap reporting deadline is 30 March 2022 for public-sector employers and 4 April 2022 for private-sector and voluntary-sector employers.

Organisations must publish reports on their website and on the gender pay gap reporting portal on the GOV.UK website.

Employers can choose to provide a narrative around any gender pay gap, including providing an explanation for their pay gap and setting out what steps they are taking to reduce the gap.

1 April: Comply with national minimum wage rises

The rates of the national minimum wage increase on 1 April 2022. The hourly rates of the minimum wage increase from:

• 8.91 to 9.50 for workers aged 23 and over (the national living wage);
• 8.36 to 9.18 for workers aged 21 or 22;
• 6.56 to 6.83 for workers aged 18 to 20;
• 4.62 to 4.81 for workers aged under 18 who are no longer of compulsory school age; and
• 4.30 to 4.81 for apprentices under 19, or over 19...

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