As we draw the end of 2022 we look back on changes in Employment Law and HR.
Our Employment Law round-up focuses on 5 Key changes this year.
Quiet Quitting
2022 meant the first full year without lockdowns since 2019 and a change in how people view work. Following on from the ‘Great Resignation which saw many people leaving their jobs for jobs which were more suited to their home life and for some employees who stayed in work, we got introduced to Quiet Quitting and Quiet Firing.
Quiet Quitting is where employees do just about enough to not get fired, clocking off at precisely 5pm and doing the bare minimum. Jemma spoke to Sky News about this and you can read that article here:
https://news.sky.com/story/the-growing-trend-of-quiet-quitting-and-whether-you-should-worry-about-being-quiet-fired-12735833?fbclid=IwAR2l-5FJCOWiKseEwtN7hIzahMyoUC8TcoW_HWobISX-Bs758lXYqswDN18
Changed to Fit Notes
Fit notes, often known as sick notes got dragged into the twenty-first century. With the increase in virtual GP consultations as of April 2022 GP’s can now issue sick notes digitally.
It didn’t stop there, sick notes can now be issued by other health professionals such as pharmacists, physiotherapists and Occupational therapists. This is good for employees and employers as it makes it easier for individuals to get sick notes.
Flexibility For Low Paid Workers
A new law means that employers cannot stop low-paid workers from having other jobs. The ban on exclusivity clauses for workers who earn less than £123 per week means that they have more earning ability. This means that employers should check their contracts to make sure that low-paid workers do not have an exclusivity clause.
Changes to Right To Work Checks
Employers have a duty to make sure that all staff have a legal right to work in the UK. This year the way in which employers make check right-to-work status changed. In some ways, it is easier. Employees can apply for a share code using from the .gov website here: https://www.gov.uk/prove-right-to-work
Or you can still check an employee’s original documents if you see the employee and the documents in person. As an employer, you can also use a Right To Work company to do the checks for you.
Changes to Calculating Holiday Pay for Part-Year Workers
The case of Brazel v Harper Trust was possibly one of the largest changes for HR People and Employers. This case meant that the calculation of 12.07% to work out holiday pay for zero-hours workers, term-time-only staff and other part-year workers was invalid.
The new rule is that all staff are entitled to 5.6 weeks of annual leave and that the annual leave must be worked out using the last 52 working weeks.
If you are a business which would like advice or support with an Employment Law or HR matter. Please contact us at www.orchardemploymentlaw.co.uk/contact