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Employment Law Updates

Laura Bowyer

Updated: 4 hours ago

Below are important updates to Employment Law.


September 2022


Real living wage increase been brought forward from November, due to cost of living crisis.


October 2022


There is a permanent system of digital right to work checks to replace temporary Covid meaures.


1st - 6th April 2023


Rates likely to change:

National Minimum Wage.

Family friendly payment rates are likely to change, incluing SMP, SAP, ShPP, SPP and SPBP.

SPP, Statutory redundancy payment, Compensation, Statutory guarantee pay.


5th April 2023


The request to include ‘1.25% uplift in NICs funds NHS, health & social care’ on all payslips will end.


What else is ahead?

  • Introduction of a duty to require wmployers to prevent sexual harassment, including explicit protection from third-party harassment. With a time limit to bring claims considered to extend to to 6 months.

  • A new law prohibiting confidentiality clause in contracts or settlement agreements from preventing disclosures to the police, regulated health and care or legal professionals.

  • Introducing a new law requiring confidentiality clauses to be set out in limitations.

  • Law on criminal record disclosures to be amended, reducing the disclosure period for sentences lasting 4 years or less.

  • Redundancy protection for new parents extended to 6 months after their return from leave.

  • New legislation introducing rights for all workers to request a more predictable and stable contract after 26 weeks’ service, with compensation for shifts cancelled at short notice.

  • New legislation to clarify employment status tests.

  • A new right to Carer’s leave to be introduced.

  • Exclusivity clauses to be extended to employees on contracts that guarantee hours earning them less than the low earnings limit.


Disclaimer: Our blog content is for marketing or general information purposes only and doesn't constitute legal advice. Whilst we aim to provide accurate and up to date information, it should not be relied upon as a substitute for advice tailored to your specific circumstances. Reading this blog doesn't establish a client relationship with us. For formal advice please contact us directly: info@affablepartner.co.uk

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