With the Covid-19 pandemic continuing, lots of employees have been working at home on a regular basis. We’ve had a number of clients face the question “can I claim these increased costs back?” so in this post we’ll explore the options available to employees and employers.
The purpose of this guidance note is to give you some additional information on the announcement of Lockdown during Nov-20 and the implications for employers of the new rules.
The purpose of this guidance note is to give you insight into the Job Support Scheme, including the financial support to businesses who are required to close due to local Covid restrictions, as well as the practicalities of using the scheme.
The purpose of this guidance note is to give you insight into the Job Support Scheme, including the financial support to businesses who are required to close due to local Covid restrictions, as well as the practicalities of using the scheme.
When using the Job Support Scheme, businesses will have to pay employees for non-working hours.
There are scenarios where this makes good business sense. There are other scenarios, however, where an alternative course of action would be the more economically viable option.
This post provides insight into why a would company might do this and what the alternatives are.
On 22 Sep 2020, the government made an announcement regarding the next wave of restrictions and rules that are being implement in order to try to slow the spread of Coronavirus.
The purpose of this post is to summarise the new rules and restrictions and to specifically address the changes as they relate to office workers.
Track and Trace is the NHS scheme that has been introduced to try to control the spread of Coronavirus. This is clearly a good idea, however, it potentially presents some quite significant employment challenges.
As people start to return to offices, use public transport more and generally come out of lockdown, the chances of you finding yourself with an employee who tests positive for Covid-19 increase.
The purpose of this post is to help you be prepared if you face this situation.
At the end of July the government’s introduced new legislation that will prevent furloughed workers from being ‘short-changed’ regarding their entitlement to redundancy and statutory notice payments.
You may be wondering how this will affect your business if you have previously made redundancy payments to workers whilst they were furloughed, or you are planning to make these payments within the near future.
The purpose of this post is to provide insight into the changes and potential implications.
The government has announced the next wave in the relaxation of lock down measures and it’s the news that many employers have been waiting for: from 1st August 2020, employers are able to get people back to offices where it is safe to do so.
The purpose of this guidance note is to help prepare you for some of the challenges that this is likely to present.
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