While it is safe to say that 2021 saw some important developments in employment law, there is no doubt that in 2022 we are set to see some real changes. Significant new legislation is on the horizon involving gender pay gap reporting, remote working, sick pay entitlements and significant changes to whistleblowing law, to name but a few.

In this briefing we outline some of the key developments on the horizon.

Gender Pay Gap reporting

The much-anticipated Gender Pay Gap Information Act was signed into law on 13 July 2021. While it was anticipated that regulations prescribing the finer details of the reporting obligations would be published by the end of 2021 they are still awaited, but are expected very shortly.

Under the legislation employers with 250 or more employees will be required to publish details relating to employees' pay and bonus for the purpose of showing their gender pay gap, with the threshold due to gradually decrease over three years to 50 or more employees.

We have set out the key details of the legislation in this briefing and up to date information can be found on our Gender Pay Gap hub.

The right to request remote working

In January 2021, the government published "Making Remote Work", its strategy for national remote working. It outlined a commitment to introduce legislation providing a framework around which employees can request remote work.

On 21 January 2022, the government announced that a return to physical attendance in workplaces can commence on...

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