Changes have now taken effect relating to statutory employment payments.
Employers must ensure they have taken action to ensure compliance, including reviewing and updating policies and documents, and adjusting statutory employment payments in line with the new applicable rates.
Increase in statutory sick pay
The weekly rate of statutory sick pay has increased from £96.35 to £99.35 from 6 April 2022.
Increase in statutory family-related pay
From 3 April 2022, family-related statutory weekly pay will increase as follows:
| Statutory payment | Rate 2022-2023 |
|---|---|
| Statutory Maternity Pay | £156.66 |
| Statutory Paternity Pay | £156.66 |
| Statutory Shared Parental Pay | £156.66 |
| Statutory Parental Bereavement Pay | £156.66 |
| Maternity Allowance | £156.66 |
| Statutory Adoption Pay | £156.66 |
Statutory redundancy pay calculations
The statutory redundancy pay limit has increased to a maximum of £571 per week for redundancy dismissals on or after 6 April 2022.
Employers that dismiss employees for redundancy must pay those with two years’ service an amount based on the employee’s weekly pay, length of service and age, subject to the maximum amount which is now £571 per week.
National minimum wage increases
From 1st April 2022, the national living wage for workers aged 23 and over increases to £9.50 per hour.
Other national minimum wage rates also increase from 1 April 2022, with hourly rates rising to £9.18 per hour for workers aged 21 and 22, to £6.83 for workers aged 18 to 20 and to £4.81 for workers aged 16 and 17. Apprentices’ minimum wage rises to £4.81 per hour.
Legal disclaimer
The matters contained in this article are intended to be for general information purposes only. This article does not constitute legal advice, nor is it a complete or authoritative statement of the law, and should not be treated as such. Whilst every effort is made to ensure that the information is correct, no warranty, express or implied, is given as to its accuracy and no liability is accepted for any error or omission. Before acting on any of the information contained herein, expert legal advice should be sought.
Author
Gill Laing is a qualified Legal Researcher & Analyst with niche specialisms in Law, Tax, Human Resources, Immigration & Employment Law.
Gill is a Multiple Business Owner and the Managing Director of Prof Services - a Marketing & Content Agency for the Professional Services Sector.
