2022 is the year where we move passed the pandemic. We have to think positive. It has been a long and difficult two years. We must pick ourselves up and get back on track. Whatever goals we had, we must try to achieve these, even if we have to tweak our usual processes to create an environment to allow us to progress. 

As April gets closer, the new financial year starts and with it some revised rules and regulations. We talk about the changes in national minimum wage and the introduction of the social levy care. The social levy is a 1.25% charge on National Insurance from April 2022. The rate also affects Employers National Insurance, and the dividend rates will also change in line with the new social care levy of 1.25%

Why is this levy being introduced?

The funds from the social care levy will be used for care homes and funding for pensioners. This includes several reforms to how people pay for adult social care in England, supported by £5.4 billion of investment over the next three years.

The National Insurance contributions rates will decrease back to 2021 to 2022 tax year levels and will be replaced by a new 1.25% Health and Social Care Levy where the revenue will be ringfenced to support UK health and social care bodies.

This will affect us all.

The new rates for National Insurance are below:

Individuals above State Pension age will not be affected by the temporary increase to National Insurance contributions for the 2022 to 2023 tax year but will be liable to pay the levy from April 2023.

National Minimum Wage

As with every April, the Government traditionally bring changes to the national minimum wage rates. Following the advice from the Low Pay Commission, the government will increase the National Minimum Wage from 01 April 2022.

Anyone that does not abide by these rules, can get big fines.

The new rates from 01 April 2022 are below.

Message us on nicola@crossaccountingservice.co.uk if you want to discuss how this will affect you. Our staff from our Cardiff and Bridgend office are always happy to help.

*Please note we will update this in the next few days, after today's Spring Budget announcement

Employing a new member of staff can be a scary thought for any employer even the most experienced ones. Will that person fit in with the team, can they do the job, what will they cost me.

It depends on what type of job you are trying to fill as to how strict you need to make the interview process.

A lower paid non responsible role might be at minimum wage whereas a manager or professionally experienced person might be at a much higher salary so you need to make changes as far as getting the right candidates to apply. Be clear from the outset what it is that you want. Do you need a full time or part time person, is the job permanent or casual.

Put together a job specification which will list all of the jobs and responsibilities the person has. Do they need specific qualifications to do the job.

A person specification this is where you are looking at the personality of the person, the experience that is required, what type of specific jobs are they essentially needed to be experienced in, to get a chance of an interview.

Grade every candidate with a score depending on how they fit with your specification above, it’s a little more time consuming but will quickly discard candidates who don’t fit your requirements.

The interview make a list of questions you need to ask and try and encourage the person in front of you to open up and talk about their experience. This will allow you a small insight into their personality.

If this is a role for an experienced or technical job, then give them a test as well as a person to person interview. I tend to do a test at the end of the interview when the candidate is all relaxed. They are more likely to be calm when you are in discussion with them.

Check references always, don’t take anyone on face value, and if you have other members of staff introduce the person at the interview. Other employees feedback is always helpful as at the end of the day they need to fit in with your already established team.

Give them a contract of employment this is required by law, even a casual member of staff is entitled to holiday pay.

An employee is controlled by the terms of their contract with you. You can allocate them any job that is within the remit of their employment.

They tend to be cheaper than a subcontractor but you are responsible for handing over their income tax and national insurance contributions. Plus Employers NI which is currently 13.8% above the lower rate earnings.

They are entitled to holiday pay

Entitled to pension under the new scheme automatic enrollment

There is more chance of loyalty from an employee as you are providing them with their main work

Outsourcing A Subcontractor

This can be useful if you only have a need for a small pocket of time for a particular project or contract. As you are not offering a permanent role.

They tend to be slightly more expensive than an employee as they are responsible for their own income tax and national insurance.

You can expect them to be able to do the task in hand as they are likely to be experienced in that particular field you are employing them for.

You do not control what they do, but should expect a reasonable level of professionalism and expertise.

They are not entitled to holiday pay or sick leave or pension.

They are likely to be working for other people so other than a commitment in a contract you might be waiting for work to be done.

Recruiting someone in this capacity should like employment be done on the basis that they will fit in with the team and that they can do the job effectively. They are not entitled to redundancy payment

This blog is intended for information purposes only, you may have your own suggestions.  Use this a guide only