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Samuel Phillips Law Blog

Tag: Furlough

Employment

Job Retention Bonus Scheme and Notice

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

Flexible Furlough Scheme

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

Avoiding Redundancy

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

FFS yet more guidance

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

Track and Trace + Health & Safety = Employment Disputes?

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.

Employment

Furlough Scheme Update

Here below please find a summary of the Chancellor's recent notification (29th May) highlighting revisions to the Coronavirus Job Retention Scheme (CJRS) aka “Furlough”. From 1 July 2020, businesses will be given the flexibility to bring furloughed employees back part-time. Individual organisations will need to decide the hours and shift patterns their employees will work. The employers will be responsible for paying their wages while in work.

Employment

Latest update on the Self-Employment Income Support & Flexible Furlough Schemes

Read our factsheet article to get the lowdown on the Coronavirus Job Retention and Self-Employment Income Support Schemes.

Employment

Bounce Back Loan Scheme

The Government has today launched what may well prove to be an extremely popular loan scheme. Application forms are completed online with any of the approved banks.  The business bank will tell you which are the approved banks. I think this is a potentially good piece of news.  Not as good as a grant but a whole lot better than the ill-fated coronavirus business interruption loan scheme.

Employment

Preparing for the new normal – Furlough, Collective Consultation and Redundancy

The Government’s job retention scheme is due to end on 30 June 2020. Employees can be subject to notice whilst on furlough.  In previous postings I have indicated they are probably entitled to full pay, albeit there is a counter argument, with the employer recouping furlough monies from HMRC.

Employment

Settlement Agreements, Notice and the impact of Furlough

Settlement Agreements are the only way by which a potential claim to an Employment Tribunal can be lawfully compromised. For such an Agreement to be enforceable, it must be in writing, specify the particular complaints to which it relates and the employee must have the benefit of independent advice from an adviser who has the benefit of professional insurance, or in the case of an accredited trade union representative is certified by the trade union as being qualified to give advice.

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