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An employee with two years’ service can bring a claim for unfair dismissal. Where an employee with a protected characteristic argues that their redundancy was discriminatory, they can bring a claim regardless of their length of employment.
Even if the need to make redundancies is obvious, employers still need to follow a fair procedure carefully. This will nearly always involve the following 5 key elements:
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The Government’s coronavirus job retention scheme (CJRS) has helped many employers keep their staff. But, the winding down of the CJRS and the grim economic forecast mean that employers may need a more flexible workforce and for many sectors, redundancies seem inevitable.
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As mental health awareness week draws to an end for another year, I thought I would put thoughts to paper in respect of something, I personally feel, gets left out of this important discussion – the mental health of managers. So here at my thoughts.
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As businesses look at re-opening after lockdown and returning to some form of “new normal” we thought it would be a good idea to provide employers with guidance to returning to a safe environment as we continue to battle Covid-19.
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As the lockdown continues, the Government has extended access to its coronavirus job retention scheme and employers are settling in to a new way of working. Business life may have drastically changed, but employment law still applies.
You should check the Government website for the latest guidance in conjunction with this article, as the guidelines on the coronavirus (COVID-19) are changing daily. The guidance and the Treasury direction are inconsistent in places. You should speak to your solicitor for specific advice for your business.
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Since the coronavirus outbreak in the UK, the Government has responded with a raft of new measures to help employees and employers. Although the circumstances are exceptional, employers need to take care that they comply with the usual employment law requirements. These changes have been pushed through quickly and are under constant review.
Read More Key Workers/Essential Workers and Self Employment Support
SCE provide you with all the latest information on these Covid-19 topics.
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| National Minimum Wage | ||
| Age | Former Rate (£) | Current Rate (£) |
| Workers aged 25 and over (National Living Wage) | 8.21 | 8.72 |
| Workers aged 21 – 24 | 7.70 | 8.20 |
| Development rates for workers aged 18 – 20 | 6.15 | 6.45 |
| Young workers rate for workers aged 16 – 17 | 4.35 | 4.55 |
| Apprentices under 19, or over 19 and in their first year of the apprenticeship | 3.90 | 4.15 |
A furlough is “a temporary layoff from work.” People who get furloughed usually get to return to their job after a furlough.
Who is eligible?
All UK businesses regardless of industry or size.
The scheme is open to all UK employers that had a PAYE scheme in place on 28 February 2020.
Any organisation with employees can apply, including charities, recruitment agencies and public authorities; however, the government does not expect public sector employers to use it as long as central government continues funding wage costs in the normal way. With agency employees, the scheme is only available for agency employees who are not working.
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This update is based on our knowledge at the time of writing (23 March 2020).
Our phones are ringing with various questions on Coronavirus. We’ve put together a note answering some of the regular questions. Please note that the government continue to make announcements and changes. The Coronavirus amendments to the SSP Regulations have been changed twice since last Friday when they were published.
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