The COVID-19 pandemic led to many changes in the corporate sector worldwide, and the UK is no different. As the global health crisis seems to be under control, the State has begun implementing several employment law amendments. Some of these changes in labor policy have already been enforced, while others will be in the near future.
For people working in the UK, the revised employment regulations seem promising. If you are planning to work in Britain, you should learn about the changes in the Kingdom’s labor law. Here is a rundown of all the essential employment law revisions in the UK.
Increase in National Minimum and Living Wage
Employees in Britain previously earned £8.91, but now they will make £9.50 an hour. The increase in the National Minimum and Living Wage is applicable for workers aged 23 and up.
Obligatory Vaccinations Revoked
Since COVID vaccines were approved, corporate organizations made getting vaccinated mandatory for workers. However, moving forward, that’s not going to be a condition for employees to comply with in order to keep their jobs.
This rule also applies to people working in Care Quality Commission-regulated care homes, who had to be vaccinated to work in these facilities in the past.
Gender Pay Gap Reporting
This issue has been under discussion for a while and was supposed to be addressed last year, but that could not happen due to the coronavirus pandemic. Because of the dire circumstances of 2021, the Equality and Human Rights Commission (EHRC) postponed the implementation of the gender pay gap reporting liberty for employees, primarily in the public sector.
However, in 2022, the act has been enforced, enabling workers to report the gender pay gap in public and private corporations.
Working Policy for EU Immigrants
In the past, British employers gave priority to EU nationals in recruitment drives. However, with the newly enforced points-based immigration system in the country, a candidate will only be considered for a job if they meet the points requirement. This means that citizens from any of the European Union member states will not be hired over other applicants solely because of their homeland. (See also: The New United Kingdom Points-Based Immigration System)
Statutory Pay Increase
Workers in the UK will receive £156.66 or 90% of their average weekly earnings (whichever is lower) for the next 33 weeks for maternity, adoption, paternity, and shared parental leave as of April 2022.
According to the off-payroll working rules (IR35), people working for an employer like an employee, i.e., they are not officially employed, need to pay the same employment taxes as anyone who has been directly employed. This rule ensures that anyone who works for an organization and provides their service needs to pay employment taxes.
As of April 2021, the IR35 has been amended, and now employers get to decide if a person meets the criteria for the off-payroll ruling.
Public Interest Disclosure (Protection) Bill
To provide security to those who come forward and report corruption in corporations, the Public Interest Disclosure (Protection) Bill will form an organization that will look after said matters. It will ensure that whistleblowers are not harmed and kept safe from any forms of attack.