Tag: employment law

Employment

Rishi Sunak has just issued the summer statement and has outlined details of a job retention bonus scheme.  Guidance is to be issued by 31 July, which I suspect means in practice 5.00 pm 31 July 2020. The requirements of the scheme seem to be quite simple.

Employment

Redundancy selection criteria is one of the most contentious areas within redundancy.  It need not be.  As the acronym suggests “keep it simple stupid”. You can have objective criteria (eg attendance).  You can have subjective criteria (eg attitude).  In effect, as long as the criteria you select are not utter drivel eg “karma” that is fine.  The key issue is to draw up clear guidelines of what you mean and how you score with examples.

Employment

1 July is the day that the Flexible Furlough Scheme starts. Those who have been on furlough and are going to remain on furlough do not require anything.  Leave them alone. To those you are intending to potentially return to work under the Flexible Furlough Scheme either part time or increasing hours or flexible hours then there needs to be a Flexible Furlough Agreement issued and preferably signed.

Employment

There are no hard and fast rules about drawing up selection pools.  However the good news is, there is more than one way in which to create a selection pool and as long as your way is reasonable, that is good enough, even if there is another way that is also reasonable. The first question you ask yourself is what is the area of work that is changing?  This could be a geographic change such as closing a depot or a change in the type of work which the business is performing.

Employment

The law requires you to look at means of avoiding redundancies before you proceed to them. It takes some time for the redundancy and notice costs to unwind and for wage savings to manifest themselves. Finally, when you lose staff you lose customer contacts and organisational knowledge.  Is it worth it if you are potentially going to have to recruit in the foreseeable future thereby incurring recruitment and induction costs.

Employment

In this article, senior partner Robert Gibson explores the three different types of redundancy, including common mistakes in how employers term redundancies. Robert also details the most common types of challenge and advises on the best way to avoid the three main pitfalls facing employers.

Employment

Redundancy is where you close all or part of your business or employ fewer people to run it. You begin any redundancy process by asking the question why – what has changed.  What steps have you taken already to try and save costs (bank, landlord, suppliers).  Going forward what does the “new normal” look like.  Take a little time to set down some basic facts and figures in a simple business overview.

Employment

On 12 June 2020, HM Revenue and Customs published further updates to the official guidance on the Coronavirus Job Retention Scheme (CJRS). The updated guidance now includes details of how the scheme is to be wound down between July and October this year, as announced by the Chancellor of the Exchequer on 29 May.

Employment

There’s a growing body of opinion amongst leaders of countries and corporations that a four-day week may well be the answer to a phased return to work. New Zealand’s impressive PM, Jacinda Ardern, discussed the option during a recent Facebook live broadcast. Specifically referencing the need to boost the tourism sector she identified that 60% of the industry’s income was generated by locals.

Employment

There’s a strong possibility that the forthcoming launch of the Government’s Track and Trace system aligned with concerns over health and safety at work, as employees start to return, may lead to an increase in disputes between staff and employers.