While the predicted lockdown baby boom has not materialised and the birth rate is similar to 2020 (down just 0.5%), family caring responsibilities have been more evident in the last year as home-schooling affected many families and some children even made an appearance in professional video-calls.
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Tag Archive bereavement leaveCovid-19covid-19 and employment lawEmployeeemployee rightsEmployeesEmployment AdviceEmployment LawFamily Friendly WorkingfurloughMaternity LeaveMaternity PayPaternity LeavePaternity Rights
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JunFive Key Elements of a Fair Redundancy
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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Jun3 Alternatives to Making Redundancies during Coronavirus
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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JunCOVID-19 furlough scheme update
As many businesses are starting to reopen their doors the Government has made its coronavirus job retention scheme more flexible from July and employers are settling in to a new way of working. Business life may have drastically changed, but employment law still applies.
Coronavirus job retention scheme update
The Government has started to ease the lockdown allowing many more businesses to reopen. The furlough scheme will be more flexible from July and you will be able to bring staff back part time and furlough them for the remainder of their hours. From July the minimum period of furlough will be one week. Staff can still be furloughed more than once.
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MaySteps Businesses should take during Covid-19, and how to get their staff back into work after returning from Furlough Leave
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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MayCOVID-19 furlough scheme update and other key updates for employers
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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AprCoronavirus FAQs for employers – Updated 12 May 2020
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.
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AprCoronavirus Updates
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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MarFurlough – what is it?
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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