What is Legal Expenses Insurance? Pursuing a workplace dispute can be costly, especially because even if you win a case…

The Coronavirus Job Retention Scheme announced on 20 March 2020 has undoubtedly been a lifeline for many employers and businesses in supporting their workplace. However, despite its extension to 31 October 2020 it is clear that employers are having to make difficult decisions about their workforce for the future. These decisions could include considering redundancies and any such redundancy procedures will need to be adapted in light of Coronavirus. We have provided guidance below on some common queries and misconceptions…

We have written extensively about furlough and redundancy, mainly from the perspective of permanent employees. But a differentiation must be made between permanent and temporary workers. While both are suffering from the crisis, permanent staff generally enjoy more rights and regulation and better access to government support and social protection. Yet temporary/agency workers are significantly over-represented in sectors most negatively affected by the Coronavirus, particularly hospitality.

The government has published its latest set of guidance on the Coronavirus Job Retention Scheme on 12 June 2020. It has set out how flexible furlough will work, as well as the pathway to the phasing out of the scheme over the next few months. This blog summarises the key changes to the scheme.

Businesses and employers are adapting to a new way of working and many are faced with having to make difficult decisions to let employees go. As a result, we are seeing a significant rise in individuals being offered Settlement Agreements by employers.