What to do if your Sponsor Licence is Downgraded, Suspended, or Revoked
Posted on February 27, 2023
Next month, a number of rate changes are coming into play. In this post, we explore April 2022 rate changes: what employers need to know.
The first of the April 2022 rate changes will take effect upon the 1st April 2022, with the increases in the national minimum wage and national living wage coming into force. The new rates are as follows:
The deadline for gender pay gap reporting by public sector employers, private sector employers, and voluntary organisations in 2021 was put back until midnight on the 4th October 2021. However, in terms of 2022, the deadlines are anticipated to revert back to the normal timescales. Accordingly, the deadline for public sector employers to report their data is likely to be the 30th March 2022, with a snapshot date of the 31st March 2021. And for private sector employers and voluntary organisations, the deadline is likely to be the 4th April 2022, with a snapshot date of the 5th April 2021.
A much-anticipated part of the 2022 employment law changes is the Employment Bill, although there is no guarantee that one will appear. If it does, then it is likely to include the following measures:-
The recent announcement on staff tips on the 24th September 2021 strongly indicates that a new Employment Bill will materialise in 2022, and therefore form part of the 2022 employment law changes.
We hope you’ve found this post on ‘April 2022 Rate Changes: What Employers Need to Know’ useful. Should you have any questions about the changes, please do not hesitate to contact one of our employment law experts here.
The material contained on this website contains general information only and does not constitute legal or other professional advice and should not be relied upon as such. While every care has been taken in the preparation of the information on this site, readers are advised to seek specific legal advice in relation to any decision or course of action.
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