Only a fool would try to predict the future at the moment.
The pandemic, political turbulence and recruitment and labour crisis mean its almost impossible to tell whats around the corner more than a few days in advance and sometimes not even then.
But we do know that there will be a raft of likely employment law changes across 2022 for which businesses should be preparing.
For obvious reasons, most of us were spared the office Christmas party last year.
Whilst that may have been welcome news for some, for many it meant missing out on one of the highlights of the working year.
This year, with life starting to return to something like normality, office Christmas parties are returning to the fore.
So its probably worth reminding employers of some important considerations when planning the annual bash.
We all know we are in the middle of a recruitment crisis.
Latest figures put the number of vacancies in the UK jobs market at 1.1 million the highest it has been since records were first taken.
So its hugely important to any employer that when they advertise a vacancy they get plenty of visibility for their money.
Thats why so many employers have turned to social media to fill vacancies in recent years. Quite simply, the social media platforms reach areas traditional job ads dont and for little cost in many cases.
But theres now some concern that posting a job ad on social media might be discriminatory because of the way the various platforms operate.
The last two years have been brutal.
Make no bones about it, the pandemic has presented a very real existential threat not just to a great number of people, but also to a great number of businesses.
So its no surprise that much of the conversation around Covid and its impact on our working lives has been negative.
Weve worried about cashflow drying up, supply chain solidity, job security, isolation, mental health, the dangers of returning to the workplace, a loss of mentoring for young people and a good many more issues over the period of the lockdowns and beyond.
But without wanting to claim we are entirely out of the woods just yet or that everything in the garden is suddenly rosy now might be the time to start changing our mindset to something a little more positive.
One thing the pandemic has taught nearly all of us is that working from home is very different to working from the office or workplace.
Much as the national effort to keep going by sticking to remote working has had to be admired, it has come at something of a cost.
Evidence suggests it has led to increased employee stress and burnout with the boundaries between home and worklife increasingly blurred but it has also eroded the team spirit and ethos so vital for companies to survive.
Happy New Year.
But its a bit like Groundhog Day isnt it?
Nobody knows how much we are all going to be impacted by Omicron, or if the year will see still more restrictions as the months pass.
Rewind back 12 months and its hard not to get the feeling we have been here before.
But despite all that and the continued uncertainty over what happens next we reckon there are a few things employees can be certain of in the coming 12 months.
Technology has brought us some remarkable advantages in the last 50 years or so.
We now routinely carry in our pockets the sort of computer power NASA could only dream of when it was putting men on the moon, have all the tech we need to work flexibly from home when needed and can hold meetings on video almost as effectively as we can face to face.
Gone are the days of waiting for the postman for that all important communication and there is hardly a place on the planet north Shropshire excepted where your mobile phone signal or broadband doesnt allow you to work or stream to your hearts content.
Heres some good news particularly if you happen to work in the hospitality industry.
New Government legislation is being planned which will ensure you get to keep the tips that happy customers leave to thank you for your service.
It will put an end to the practice of companies adding a discretionary service charge to a bill and then pocketing the extra cash themselves.
Many of us have been away from our offices and workplaces for some time as a result of the pandemic.
But with the ending of the furlough scheme at the end of September, the return to work will continue to gather speed.
Naturally, having been away for so long, many of us will be anxious about returning back to public spaces and mixing face to face with our colleagues again.
When psychologists come to evaluate the impact of the pandemic in years to come, one of the key areas they will undoubtedly focus on is the great sense of isolation it brought for many.
With the switch to remote working, the lockdown, social distancing and self-isolation to name but a few, the virus has undermined many of the social groups we rely on for a sense of who we are.
Now, as we return back to work, many staff are worried that they will no longer be able to feel the sense of belonging to a job that they previously enjoyed.
So, have you returned to work yet?
The Governments advice is a little mixed to say the least lifting the order that we should all work at home, if possible, but saying a return to work should be gradual.
But it is still clear that, at the moment, work is beginning to return to the workplace.
For many employees this is a welcome move but for many others it is something which is creating concern and anxiety.