What’s in store for HR in 2022?

Whilst it may be viewed as an understatement at this stage, it can be said that 2020 and 2021 changed the way we work forever. They are the years that are classed as the reactivity to constantly stay up to date to ensure compliance with the everchanging Government rules as well as paving the way for all the uncertainties surrounding working life throughout the course of the pandemic.

We’ve certainly learned over the last 2 years that things can never really be 100% certain, with rules and regulations continuously changing, but it would definitely be fair to say that heading into 2022, organisations are far more equipped to plan for what’s coming and have learned how to be particularly pro-active in assessing the impacts of proposed changes on individual organisations. That being said, there are a few key measures which are expected over the next few months, so what are the up-and-coming HR trends for 2022 and how can you prepare for them?

In April 2022, there are increases to the National Minimum Wage, statutory maternity, adoption, shared parental and parental bereavement leave.  Statutory Sick Pay also increases.   April 2022 also heralds the deadline date for publishing gender pay gap reports.

Another change coming in 2022 is the changes to bank holidays, to commemorate the Queen’s Platinum Jubilee. The late May bank holiday (normally falling on Monday 30^th May) will be moved to Thursday 2^nd June 2022, with the additional bank holiday on Friday 3^rd June 2022. Employers should check the wording of employees’ contracts to understand their obligations; there won’t be the automatic right to the additional day, or to time off on fixed bank holidays. Instead, employers may be able to ask employees to work on 3 June 2022 but give them the day off at a different time in the year.

Despite oftentimes feeling like we’ve seen the back of the Covid-19 Pandemic, unfortunately it will still be around in 2022. However, the rollout of the vaccines has definitely eased the strain on organisations and put them in a much better position to return to as close to a normal working environment as possible.

If there’s one thing we’ve learned from the last two years, it’s that organisations should be prepared for change and be able to adapt quickly and efficiently to ensure compliance with mandatory regulations put in place. Keeping on top of the fast paced changes will allow smooth transitions throughout 2022 and beyond!