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.
The government has recently announced the next wave of lifting of restrictions so this may very well be the time when you’re starting to think about getting people back to work.
The purpose of this post is to help prepare you for some of the challenges that this is likely to present.
As the world slowly starts to re-open, there is a reality that many businesses are having to face – the fact that they need to reduce their headcount. Businesses have been putting off making some of these difficult decisions but, with the upcoming changes to the Job Retention Scheme, we are seeing more and more clients who are starting to deal with the inevitable redundancies that they need to make.
Track and Trace is the NHS scheme that is being introduced to try to control the future spread of Coronavirus. The idea behind the scheme is that if people who have been in contact with Coronavirus can be quickly found and isolated, the spread into the wider community can be controlled. This is clearly a good idea. The quicker you can isolate people who have Coronavirus; the fewer people they will come into contact with, the fewer people risk being infected. However, it presents some quite significant employment challenges.
The employment challenges associated with dealing with Coronavirus and the Job Retention Scheme continue to evolve. The most significant recent change relates to the ability to furlough people on a part-time basis from 1st July 2020. This post provides insight into that and other changes.
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.
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