Employment Law Trends to Watch in 2022

A religious or medical accommodation is often requested by an employee when a conflict arises between a specific task or position that the employee cannot fulfill due to a medical or religious reason. Every employer should have Covid-19 protocols in place.

Privacy & Productivity – As return-to-work and hybrid scheduling continues into 2022, considerations for how employers monitor data privacy and confidentiality issues will become a bigger issue. Data privacy policy and procedures must be implemented by every employee.

Paid Family Leave Laws – Paid family leave laws and coverage increased over the past few years. Paid family leave provides eligible employee job protection, paid time off for their children (newborn, fostered, or adopted), care for ill family members, and assist loved ones for care during military deployments. Paid family leave may also be available in some situations when an employee or their minor, dependent child are under an order of quarantine or isolation due to COVID-19.

Mental Health Days – Many companies in 2021 started offering mental health days for employees. This was in large part due to the stressful effects of the pandemic and a continuous trend of remote working. An employer’s policy and procedures should be evaluated regularly in order to reflect any changes to federal and state law in 2022.

Employers must be aware of law changes on a state and national level, and policies and procedures must be reviewed and revised accordingly.