April 2022 brings the annual increases to the rates and limits for employment claims, national minimum wage and more. It also brings the gender pay gap reporting deadline. This article sets out the key changes to be aware of.
Employment law rates change every April to reflect increases in the retail index price. As such, several changes will come into force in April 2022 under the provisions of the Employment Rights (Increase of Limits) Order 2022. As well as this, the deadline for gender pay gap reporting is fast approaching. In this article, we summarise the key points to note for employers.
Gender pay gap reporting
Since 2018, organisations that have at least 250 employees have been required to publish annual gender pay gap reports. For private sector companies and voluntary organisations, the deadline for reporting is 4 April 2022. However, public sector employers should be aware that their deadline falls slightly earlier on 30 March 2022.
Organisations should publish their reports both via their own website and also on the reporting portal on the Gov.uk website. The UK Government is due to review the gender pay gap regulations as it is 5 years since they were brought into force so employers should watch out for any developments in this area.
Changes to national minimum wage and other statutory rates of pay
From 1 April 2022, the following changes to national living wage for those aged 23 and over will increase from 8.91 to 9.50 per hour. Changes to the national...
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