HR professionals must ensure that their organisation is on top of the raft of employment law developments in April 2023. These changes include rises in national minimum wage rates, gender pay gap reporting deadlines, and increases to statutory redundancy pay and maternity pay.
We look at what HR needs to do to meet its employment law obligations and prepare for the coming year.
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".
As well as continuing to deal with workplace issues caused by the coronavirus pandemic, there will be many other important employment law developments for HR to grapple with in 2022. What does HR need to do to meet its obligations and prepare for the coming year?
While continuing to deal with the impact of coronavirus, HR professionals must ensure that their organisation complies with the usual raft of April employment law changes. In April 2021, these changes include the extension of IR35 reforms to the private sector, a tweak to the national minimum wage age bands, and increases to statutory redundancy pay and statutory maternity pay.
The Government has announced plans to change the way breaks in employment are treated, which could have a greater impact for local government than for employers in the private sector, due to the operation of the modification order.
This article looks at the framework for making compensation payments on redundancy and local authority redundancy policies in general. It also looks at various Government proposals for reforms to public-sector exit payments.
Commentary and insights: HR and legal information and guidance relating to redundancy payments.
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