Save the date - UK employment law changes and key dates

• National Minimum and Living Wage rates increase (including the Apprentice Rate).

ADD TO CALENDAR

• Prescribed rates of statutory shared parental pay, maternity pay, paternity pay, adoption pay and parental bereavement pay increase from £151.97 per week to £156.66 per week.

ADD TO CALENDAR

• The deadline for publishing gender pay gap data as at the snapshot date of 5 April 2021 (for private and voluntary sector employers with at least 250 employees).
  
  This is the deadline by which private and voluntary sector employers with at least 250 employees must publish the pay gap between male and female employees as at the snapshot date of 5 April 2021.

ADD TO CALENDAR

•  Prescribed rate of statutory sick pay increases from £96.35 per week to £99.35 per week.

ADD TO CALENDAR

• National Insurance contributions increase by 1.25%.
  
  National Insurance (NI) contributions will increase by 1.25% for those that pay, for example, Class 1 NI contributions above the primary threshold. A 1.25% increase will also apply to employers paying Class 1, Class 1A or Class 1B National Insurance contributions.

ADD TO CALENDAR

• The maximum week's pay used to calculate statutory redundancy payments will increase from £544 to £571.

ADD TO CALENDAR

• Changes to unfair dismissal limits come into effect.
  
  The following changes to unfair dismissal limits will come into effect:
  
  • Maximum basic award: increase from £16,320 to £17,130;
  • Maximum compensatory award: increase from £89,493 to £93,878

ADD TO CALENDAR

• Right to work check changes implemented.
  
  The following key changes to right to work checks come into force:
  
  • manual checks can no longer be carried out on certain forms of ID (for example Biometric Residence Permits (BRPs) and Biometric Residence Cards (BRCs)) – an online check using the (free) Home Office service must be carried out;
  • the introduction of the new Identification Document Validation Technology (IDVT) process for British/Irish passport holders providing the option of digital verification (for a fee). Manual checks will still be possible for these categories of worker.

  
  Businesses will need to update their onboarding processes to account for these changes and be aware that in certain instances (i.e for most migrant workers) the online process will be the only way of validating right to work.

ADD TO CALENDAR

• Covid-19 adjusted right to work (remote) checks end.

Adjusted regime for remote right to work checks ends. From 1 October 2022 employers will need to ensure that they have processes in place to enable a return to manual checks where an online or electronic check is not available.

ADD TO CALENDAR