After 1 December 2020, employers will not be able to use the extended CJRS to recoup payments of statutory or contractual notice pay.
It’s fundamental for businesses to protect employee and customer data from corruption, compromise or loss and if businesses are neglectful, not only can it have a real impact on the company’s reputation but they can also face significant fines.
The weekend’s news has meant that employers need to act quickly to prepare for a second lockdown. Here are our top tips and links to key resources.
Following the recent update to the Job Support Scheme (JSS) announced on 22 October 2020, we have updated our FAQ’s to help employers understand the changes.
With the recent announcement regarding tighter restrictions and local lockdowns, businesses are needing to focus again on remote working.
Those of us who work and have children of school age already know, only too well, the critical importance of schools remaining open if we are to work productively either from home or in the office.
From today (28th September 2020), employers and workers are under strict new obligations relating to self isolation.
From 1 November 2020, the Coronavirus Job Retention Scheme (JRS), which saw the advent of furlough, will be no more, and in its place will be the new Job Support Scheme (JSS).
Given the significant potential impact on businesses and individuals how best can quarantine and the associated uncertainty as to which country may be “next on the list” be navigated?
We answer some common questions and misconceptions about the payments to employees that have been furloughed and whose employment is being brought to an end.
Redundancies can be carried out successfully and in a way which will not only stand your business in good stead, but also help the employee feel appreciated and looked after.
We look at an interesting case examining the scope of an employer’s obligation to make reasonable adjustments for disabled employees under the Equality Act 2010
New Employment Tribunals “road map” provides useful guidance for Tribunal users over the coming 6 months.
From 1 July 2020, the Coronavirus Job Retention Scheme will be extended to allow employers to bring staff back to work on a part-time basis while maintaining their furloughed status.
Employers must act fast to take advantage of the Coronavirus Job Retention Scheme for employees yet to be furloughed.
There had been a lot of press speculation about changes to the Coronavirus Job Retention Scheme and some of the details have now been provided by the Chancellor.
Read our full note on the Coronavirus Job Retention Scheme.
Late last week, the Government issued new explanatory guidance to clarify the inter-relationship between holiday and furlough leave.
Read our summary of the Job Retention Scheme and what happens after June.
With hopes that further easing of lockdown measures can be achieved over the next couple of months, many employers are turning their thoughts from furlough to how best to shape their business to ensure long term sustainability.
In light of the publication of the Law Commission’s report on “Employment Law Hearing Structures”, we set out its key proposals.
The Government has published further guidance over the weekend on process for furloughing workers and the mechanics of the Coronavirus Job Retention Scheme. Here’s a handy guide to summarise the latest position (as at 7 April 2020).
With the online portal now open, and the first grants expected to be made within the next 5 working days (on or before 28 April 2020), we summarise the latest position in relation to the Scheme and its operation
Whilst many employers will, understandably, have their minds elsewhere in the current circumstances, we wanted to make sure that important changes in employment law which come into effect in April 2020 didn’t go unnoticed.
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