It’s been a few weeks since we’ve written as we’ve been waiting for official information to share around the changes to the Coronavirus Job Retention Scheme. We’re also now getting an increasing number of questions around getting people back to work so that’s these areas are the focus of this update.
Whilst the CJRS can’t be praised highly enough in terms of what it is doing to support employees, many employers are starting to worry about what lies ahead. The purpose of this post is to provide you with options, so that you are prepared for the end of the Coronavirus Job Retention Scheme and the return of your employees from their furlough leave.
The government has revised the rules regarding the Job Retention Scheme, specifically on eligible employees. The changes are great news for those who run weekly payroll; indifferent for those who run monthly payroll. This note provides the details as well as reminders on some previously released information on the Job Retention Scheme. For more details, please refer to previous posts.
UK employers continue to face an unprecedented situation regarding how to deal with issues arising from COVID-19.
The purpose of this post, and how we’ve been working in general, is to bring you updates based on official guidelines only. We’re aren’t going to join in the speculation about what may or may not happen, what is or is not allowed; we’re just going to summarise the official rules and confirm the areas that still need clarifying.
UK employers are facing an unprecedented situation regarding how to deal with issues arising from COVID-19. This is the latest in a series of guidance notes we’ve issued providing answers to further questions we have received.
The UK has responded to the spread of the Coronavirus (Covid-19) by advising citizens to avoid travelling as much as possible. As a result, most employers will have now implemented widespread remote working for their employees. While working from home may be convenient for some, there will be evolving challenges employers will need to meet to sustain business productivity.
We explore some of the good practices that employers can operate to make this period of remote working as successful as it can be.
Further details of the Coronavirus Job Retention Scheme have been published by the government, providing clarification on some key points. This post provides a summary of the guidance.
The Job Retention Scheme has been launched by the government to protect employment by “furloughing” employees who would otherwise have been made redundant or laid-off due to the impact of Coronavirus. In our previous post, “Job Retention Scheme – Caution: Employment Laws Still Apply”, we confirmed that the furlough decision is made by the authorised directors and managers. In this post, we want to provide guidance on the process of making decisions regarding who is furloughed and who isn’t.
On Friday 20 March, the government imposed additional measures which will have an economic impact on businesses and other organisations. To protect businesses, the chancellor announced a range of financial support packages, including the Job Retention Scheme to protect workers who would otherwise have been made redundant. These measures are excellent in supporting businesses but employers must still heed employment law. This post provides insight into some essential questions.
The government had planned to implement changes to the IR35 legislation regarding use of contract resources on 6 April 2020. Although the legislation itself isn’t changing, the responsibility for making the assessment was transferring from the contract worker to the business. This post provides the practical steps you should take to ensure you’re ready for the changes.
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