Planning ahead for 2022

Wednesday December 29, 2021

After you have completed some much-deserved time off for Christmas, hopefully seen friends and family, perhaps enjoyed a tipple, attention will shift to 2022. Even putting the coronavirus pandemic aside (if only!), there is much change to employment law for you to get your head around. Here is our quick round-up of the main changes, so you can get planning.

New National Minimum Wage

From 1 January the national minimum wage will increase, and the following rates will apply:

  • Under 18 – €7.14
  • 18 years old – €8.16
  • 19 years old – €9.18
  • National Minimum Wage (20+) – €10.20

Statutory Sick Pay

Statutory sick pay is being phased in from January. It will involve three days mandated in 2022, rising annually and eventually reaching ten days in 2025. It’s thought the rate will be set at 70% of wages with a cap of €110 per day.

Employees must have 13 weeks’ continuous employment and get their sickness certified by a doctor. You must keep statutory sick leave records for four years.

Continuation of the EWSS

The Employment Wage Subsidy Scheme (EWSS) will remain in place until April 2022. It will wind down in a tiered format, becoming less generous towards the end. The continuation of the scheme will help those businesses impacted by the ongoing COVID pandemic, helping employers to keep people employed.

Protected Disclosures

This month The Protected Disclosures (Amendment) Bill 2021 brings the EU Whistleblowing Directive into Irish Law, enhancing the current protections for whistleblowers.

Private sector employers with 50 or more employees must now (since Dec 17 2021) update their policies and procedures to include the new provisions.

Making Remote Work

In a continued effort to better facilitate remote working and promote good work life balance, Budget 2022 included a 30% income tax reduction for utility expenses incurred while working from home. Legislation to give employees the right to request flexible working is also being considered.

Curve balls?

Those are the main matters of employment law that we are aware of at this point, but one or two curve balls are normally thrown in any given year. Vaccination status is one issue to keep an eye on – for example, in the UK, the care home sector has seen the introduction of a no-jab-no-job law in November 2021. Could this become more widespread?

Need more support

As always, we are here to help. So if the above raises any questions for you, or you would like to level-up your HR support, please contact your local HR Dept office.

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