What you need to know about the April 2022 increase in National Insurance contributions and National Minimum Wage

What you need to know about the April 2022 increase in National Insurance contributions and National Minimum Wage

National Minimum Wage increase:

The National Minimum Wage regulations set the lowest rates of pay all UK workers must be paid as a minimum. Following government announcements, these rates will increase from 1st April 2022.

According to new government guidelines, the new rates for workers aged 18 and above are as follows:

  • National Living Wage (23 years old and above): £9.50 (6.6% increase)
  • 21-22 years old rate: £9.18 (9.8% increase)
  • 18-20 years old rate: £6.83 (4.1% increase)

What does this mean for you, when working with Coople?
You might notice an increase in your hourly wage on the Coople Jobs App to meet the latest minimum requirements. When you work with Coople, you will always be paid the minimum wage or above.

As of April 2022, National Insurance contributions are also set to increase.

Upcoming changes to National Insurance contributions.

What is National Insurance?
We all pay National Insurance contributions to qualify for benefits such as the state pension, statutory sick pay, maternity allowance and more. The amount of National Insurance contributions you pay depends on your employment status and the amount you earn.

What is changing with National Insurance contributions?
From 6th April 2022 to 5th April 2023, National Insurance contributions will rise by 1.25% to fund the NHS and health & social care. The increase will apply to the following classes outlined below:

  • Class 1 (paid by employees).
  • Class 4 (paid by self-employed).
  • Secondary Class 1, 1A and 1B (paid by employers).
  • The increase will not apply if you are over the State Pension age.

    Read more about National Insurance classes.

    How much you will pay.

    If you are working with Coople and earning above a certain amount, you will pay Class 1 National Insurance contributions. Please see below for a general outline of what you can expect to pay for the 2021-2022 and 2022-2023 tax years, based on government guidance:

    If you meet the below criteria, you will pay less than the National Insurance rates highlighted above:

    How you pay National Insurance when you work with Coople.

    As your legal employer, Coople takes care of your National Insurance, pension contributions, holiday pay, and income tax on your behalf. That means, if you work with Coople, you don’t need to do anything – we’ll handle your National Insurance payments for you!

    To find out more about the 2022 increase in National Insurance and minimum wage rates, visit the official government website for more information.

  • Minimum wage rates for 2022.
  • National Insurance increase from 2022.
  • How can Coople help you navigate staffing after Brexit?

    How can Coople help you navigate staffing after Brexit?

    Brexit changes raise a number of questions for employers. For hiring companies in need of reliable, quality staff, concerns over workforce planning remain front of mind. Can businesses still find enough staff? Is hiring casually a thing of the past? How will admin and payroll change, and how can HR teams cope with the increase in paperwork? 

    For businesses in need of seamless solutions, we’ve laid out how Coople can help overcome each of these Brexit challenges below. 

    Dealing with admin and payroll for EU workers after Brexit 

    Employers with EU citizens on their payroll or looking to hire EU citizens may expect to see an increase in paperwork as a result of changes to right to work checks. As part of the new verification process, employers will be required to retain evidence of each employee’s documentation showing their right to work, along with a note of the date this was carried out. These records must be retained throughout each worker’s employment, and for another two years after their employment comes to an end. With all these new processes and thorough paperwork requirements, can employers still hire workers casually? With Coople, the answer is yes.  

    We make hiring simple. As the legal employer, we ensure our workforce is fully vetted through right to work and visa checks so that you don’t have to. Whether you’re hiring for a shift or months at a time, Coople can help you to choose, hire and manage verified workers in just a few hours. You can also forget about payroll and administration. We manage the national insurance contributions, holiday pay, pension contributions and statutory payments such as sick pay, maternity and paternity for all our workers so that you can focus on what matters most: your business. Read here to find out how CoopleFlex can help you hire temporary workers without the fuss. 

    Is there a staff shortage? Not necessarily, but workers can choose

    Uncertainty from Brexit has led to questioning over talent shortages and staff retention. In an annual survey of SMEs by The HR Department, 37% of respondents cited skills shortages and Brexit as concerns for their business. Another 29% highlighted staff retention as a worry. With changes from Brexit well underway and COVID-19 still in effectbusinesses are facing industry-wide recruitment crises. 

    In particular, many skills-based industries such as hospitality are experiencing urgent staff shortagesSources suggest that a high proportion of the workforce may have left the UK altogether – but do workers not want to return to hospitality at all? Our research suggests otherwise. Findings from our latest research indicate that most of our surveyed hospitality workforce are eager to return to work with flexibility in mind. Our Coopler Colum Maher is just one of those workers who prefer going back to hospitality in a flexible set-up, as he explained in this BBC interview.  

    Businesses that are struggling to build a permanent team can benefit from recruiting flexibly instead. With over 200,000 flexible workers on our platform, Coople can help you find the temporary workers you need across the retail & logistics, office, hospitality & events sectors. You can find flexible staff as late as on the day with CoopleFlexor try before you hire from your onboarded pool with our temp-to-perm solution, CoopleRecruit. Our research found that the work environment is one of the top 3 factors influencing jobseekers on where they choose to work. Allowing candidates to get to know your business can help you hire the best fit, meaning that temp-to-perm may be your easiest solution for finding the right full-time staff 

    Click to find out more about how Coople can help you find the staff you need today.   

    Why do people take on temporary work? The answers might surprise you.

    Why do people take on temporary work? The answers might surprise you.

    In 2020, we surveyed over 900 of our Cooplers (the flexible workers on Coople’s platform) to understand why they look for temporary work and what attracts them to specific flexible jobs.

    As expected, many of them use our platform to reach their earnings goals with extra shifts, or stay flexible to care for family. More surprisingly, the largest group of them work flexibly to acquire new skills or discover their abilities.

    When it comes to selecting jobs, temporary workers share the same needs as your permanent team. They want to contribute and be part of a great team.

    Have a look at our data for more insights:

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    Digital staffing has grown 300% in the last three years. Are you missing out?

    Digital staffing has grown 300% in the last three years. Are you missing out?

    If you’re not making use of digital staffing solutions in your recruitment process, you’re probably leaving some efficiency gains on the table. Technology has been redefining and revolutionising the way businesses find talent. With the ability to create job ads in seconds and vet candidates online, organisations can hire faster and better than ever. Businesses that rely on digital solutions are reporting significantly improved operational efficiency, greater profits and reduced cost-per-hire as the top few benefits.

    The global pandemic has heightened the need for digital solutions, with McKinsey research citing that COVID-19 has accelerated digital transformation by seven years. Can your business afford to be left behind?

    Digitalisation is changing full-time recruitment

    Finding the right full-time employees used to be a painful, drawn out process. Using traditional recruitment methods, the UK average time-to-hire is 27.5 days. However, technology is changing this fast. Whether it’s onboarding niche talent or utilising data to reduce bottlenecks, HR teams are increasingly relying on digital staffing technology for full-time talent recruitment – and they’re seeing results:

    Reduced Cost- and Time-to-hire – the longer it takes to fill a role, the more business resources and time it requires. Drawn out hiring processes also mean greater risks of losing out on top candidates. Technology, for example applicant tracking systems, help by allowing more people to participate in the screening process in real-time, as well as by automating candidate communication to allow for a smoother onboarding experience.

    Access to real-time data – accessing real-time data means that businesses can make informed decisions to build a smart workforce. Having access to insightful metrics allows recruiters to monitor and eliminate bottlenecks in the hiring process, leading to more efficient turnaround and greater conversion rates. With the benefit of backend data, recruiters can also track live responses to amend job postings if they are not attracting the right candidates or increase acquisition spend if they aren’t attracting enough of them.

    Virtual recruitment – the temporary pause on face-to-face hiring hasn’t stopped businesses from finding high caliber talent. Throughout COVID-19, hiring companies have implemented virtual onboarding and online interviews to screen candidates anywhere, any time. Such processes have enabled recruiters to conduct essential training and right to work checks with ease. Similarly, virtual recruitment allows for borderless talent acquisition, helping businesses to easily recruit for niche skillsets in tricky locations.

    Technology enables new ways of hiring: The rise of digital staffing platforms

    Whilst technology has made full-time recruitment more efficient over the last few years, it also enabled an entirely new kind of hiring. The use of digital staffing platforms has increased nearly 300% in the last three years. Digital staffing is a faster way of finding temporary talent and it’s clear to see that it’s not just a hype.

    Temporary staffing itself is not new, but on-demand, short-term staffing has been made possible by technology. It enables hiring companies to build pools of regulars: high-quality, fully onboarded workers whom they can rely on when demand goes up unexpectedly. Typically time-consuming tasks are fully automated with digital staffing, meaning hiring can be reduced to a few clicks when screening, filtering and sorting applicant data, allowing for reduced time-to-hire, fewer dropouts and more quality hires.

    How a flexible workforce can help your business

    With all the benefits from technology that we can see in permanent recruitment, digital staffing has opened up a whole new world of potential for flexibility in your workforce. Digital staffing platforms such as Coople help to stay flexible, agile and cost-efficient.

    Here’s how it works:

    Source specialist talent – it’s easy to find niche talent with a digital staffing platform. Thanks to advanced algorithms, you can overcome traditional recruitment limitations – allowing for faster job matching and greater quality and volume of hard to find candidates. See how Coople helped B2B International find specialist bilingual talent here.

    Cohesive workforce management – get real-time status updates on shift coverage, attendance and time-tracking to make informed hiring decisions. Take quick actions as plans change: add shifts as and when you need them, request more workers and stop hiring any time.

    Flexible, last-minute coverage – you can scale up and down to meet demand with a flexible workforce. Read more to understand how Coople helped a leading supermarket chain find 600 skilled flexible workers for urgent cover in less than 48 hours.

    Cost-effective with zero commitment – reduce costs and manual processing by outsourcing recruitment, administration and payroll. With no subscription, upfront fees, setup costs or minimum hours, you can avoid surprise fees and find quality workers without any hiring commitments. Read to find out more about Coople’s flexible pricing structure.

    Are you in need of a responsive, flexible recruitment strategy to get up to speed with modern staffing challenges? Find out how your business can benefit from Coople’s digital staffing solution today.

    Happiness in Hospitality 2020/2021: An industry surveyed in its most challenging year

    Happiness in Hospitality 2020/2021: An industry surveyed in its most challenging year

    With COVID-19 and Brexit, the hospitality industry has faced hard hitting changes over the past 12 months. Restaurants, bars and cafes have endured extended lockdowns, reallocation of workers and significant operational adjustments.

    In a year that has been unlike any other, CODE, a community for hospitality professionals, has conducted their third annual Happiness in Hospitality survey.* The annual report compiled from over 600 survey respondents with 48 different nationalities explores topics around the ongoing trials faced by businesses and employees, including the impact of COVID-19, plans for recovery, the Brexit effect and much more.

    Since Coople’s UK launch in 2016, we have supported the hospitality industry in connecting thousands of ambitious companies with skilled flexible workers. Over the past year, we continued investing in our digital platform to be ready when lockdown gets lifted. We know that it is more important than ever for hospitality businesses to manage their staffing costs and risk, while providing opportunities to all the hospitality professionals who are ready to return to their much loved industry once more.

    “Every year, we publish our Happiness in Hospitality survey looking at the qualitative aspects of working in hospitality. Despite the past 12 months being the toughest our industry has ever experienced, we still felt it imperative to highlight what has happened as well as focus on how we can evolve and grow as an industry. Our collaboration with Coople has not only helped us produce this report, but to also gather valuable insight into their expertise around flexible working and people. ” – Adam Hyman, CODE Founder

    What can you learn from the latest report?

    • 73% of survey respondents would still recommend hospitality as a career
    • 76% of respondents either agree or strongly agree on pursuing more flexible working patterns as a result of COVID-19
    • 41% of respondents stated that they are more likely to consider short-term work as hospitality professionals look to diversify their skillsets
    • 53% of respondents agree or strongly agree that their workforce is prepared for Brexit, but the pandemic might have overshadowed the effects of it. Only once hiring restarts will we know how Brexit and the new rules for EU workers truly impact staff planning

    With less than a month to go until hospitality begins to re-open, what does the future hold for the industry and how can you best prepare? Read the full report below.

    *Survey responses were collected in October & November 2020.

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    Who needs a permanent workforce?

    Who needs a permanent workforce?

    Staffing Industry Analysts (SIA) research has suggested as much as 20% of all employment in the UK now falls under the broad contingent umbrella. When businesses treat the recruitment and management of contingent staff with the same professionalism they do their permanent counterparts, this can be a better deal for the workers as well.

    Coople’s Kit Glover contributed to this article by Management Today. Read on to learn more about the rise of contingent staffing, what it means for your business model, and how to get it right.

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