| Date | Author |
|---|---|
| 19th January 2022 | Emma Ogden, SUMS Consultant |
The Covid-19 pandemic has dominated much of the regulatory and legislative landscape over the past few years, but changes in employment law are coming. Higher Education institutions, like other employers, will need to make sure that they don't fall foul of any new regulations. Here, SUMS Consultant Emma Ogden, shares what the employment law landscape may look like for 2022.
The Covid-19 pandemic has dominated much of the regulatory and legislative landscape over the past few years, meaning that some anticipated employment law changes were delayed or postponed. While we expect this to continue for the foreseeable, the new year brings hope of some legislative change in employment law in Higher Education that institutions need to be aware of.
SUMS recommends UK HE Institutions familiarise themselves with new requirements, make relevant changes to policies and processes, communicate these changes, and consider how they will implement and assess their effectiveness.
Our latest briefing paper on employment law covers the following key areas, with recommendations from SUMS on how to appropriately consider and plan for any of the possible new legislative and regulatory changes:
- Workplace Sexual Harassment
- Employment Bill
- Gender Pay and Ethnicity Pay Gap Reporting
- Changes to Right to Work Checks
- Statutory Pay Entitlements
- Flexible Working as the Default
- Use of Post-Termination, Non-Compete Clauses
Throughout the paper you can find references to essential Government guidance, from the Good Work Plan to Minimum wage rates for 2022, to help you familiarise yourself with this need to know information.
Read the briefing paper SUMS Briefing Paper – What to expect in Employment Law in Higher Education in 2022.
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