With businesses now starting the process of phasing ‘furloughed’ employees back to work before the Government’s Coronavirus Job Retention Scheme ends in October 2020, redundancy dismissals are looking inevitable.
From 1 July 2020, employers will only be able to furlough employees who have previously been furloughed for a consecutive period of three weeks. This therefore confirms the position that the cut off point for furloughing employees for the first time was 10 June 2020 (unless they are returning from family-related leave).
ACAS has recently published updated guidance on disciplinary and grievance procedures during the coronavirus pandemic. The guidance confirms that the law and ACAS Code of Practice still applies during the pandemic and therefore employers should be mindful of this when contemplating or conducting investigations and hearings.
As the Coronavirus Job Retention Scheme (“CJRS”) draws to an end, many employers will be looking at how they can recover from the impact of the covid-19 pandemic. For some employers, this will involve the termination of employment contracts, whether this is on the grounds of redundancy or not.
Following the announcements made last week, we have summarised the latest developments and changes to the Coronavirus Job Retention scheme (“CJRS”).
In response to the Coronavirus (COVID-19) global pandemic, the majority of employers are taking no chances with many workplaces shutting down and thousands of employees being told to work from home. We have put together a list of our most frequently asked questions for employers, together with our advice.
‘Furlough leave’ is a new concept that has been introduced as an alternative solution for employers who might have otherwise implemented redundancies, layoffs, unpaid leave or other measures for their employees.
The scheme supports employers affected by the coronavirus outbreak and encourages employers to retain employees, by allowing employers to claim wages for furloughed employees.
Earlier this week, the Prime Minister made a plea for volunteers to come forward in an effort to alleviate the pressure on health and social care providers during the COVID-19 crisis. In just over 24 hours, more than 500,000 people had signed up to help as volunteers. Many of those volunteers will also have work commitments, this article looks at volunteer options.
This article gives tips for employees during the Coronavirus outbreak.
This article looks at what protection their is against unlawful detriment and dismissal in cases involving health and safety concerns.
Whilst the current circumstances with Covid-19 have created uncertainty amongst employees, workers and businesses alike, this is likely to be heightened for those who were due to start a new job or who have commenced employment in a new workplace. In this article, we address some of the concerns these individuals may have.
The Self-Employed Income Support Scheme (“SEISS”) will allow these individuals to claim a taxable grant of 80% of average monthly trading profits up to a maximum of £2,500 per month for the next three months.
As a result of the continued impacts of COVID-19, the Education and Skills Funding Agency (ESFA) is implementing new measures, for the duration of the pandemic, to make it easier for apprenticeships to continue and complete in a different way if they need to, or to break and resume an apprenticeship later when that becomes possible. This article looks at what is involved.
The Coronavirus Job Retention Scheme was introduced to assist employers whose operations have been severely affected by coronavirus. Following a call for further guidance on the scheme, additional guidelines were issues on 4 April 2020, a government spokesperson has reportedly confirmed that all tips, tronc and service charge will be excluded.
On the 17th April 2020, the Chancellor extended the Corona-virus Job Retention Scheme (“CJRS”) which was due to expire on 31st May, to 30th June. Many employers had previously advised the Chancellor that, to cope with the economic impact of the Covid-19 pandemic, they would need to make mass redundancies following the expiration of the CJRS.
Many iterations of the guidance and the Treasury Direction have caused confusion on a number of key issues and further clarification is required from the Government.