Category: Employment Law Solicitors

Recorded Webinar: Furlough has ended – what next for employers?

Watch the recorded Webinar here. The Coronavirus Job Retention Scheme (CJRS) ended on 30th September 2021. Nigel Targett, Employment Partner discusses Employers’ legal obligations to employees now that the furlough scheme has ended, specifically looking at: What was the process for ending furlough? Changing terms of employment Information employers are required to provide employees Phased …

Update On The Impact Of Coronavirus On Employment

CORONAVIRUS JOB RETENTION SCHEME This was supposed to end on 31 October and be replaced by the Job Support Scheme, due to come into effect on 1 November. However, following the announcement of lockdown 2.0 the Government has decided to extend the Coronavirus Job Retention Scheme [CJRS] until 1 December. Under the extended scheme employees …

Covid-19 and the Return to Work

Many businesses are now or shortly to be re-opening following the latest guidance from the Government. Whilst the guidelines are there to be followed they do not replace the statutory obligations of an employer nor do they dilute the statutory protections of the employee. Section 100 of the Employment Rights Act 1996 [the ERA] protects …

Holiday accrual during unpaid leave or furlough

There have been many questions arising as a result of the Coronavirus Job Retention Scheme [CJRS] otherwise known as the Furlough Scheme. Employers and employees alike have been asking whether annual leave accrues during furlough or unpaid leave. On 17 April the CJRS guidance was updated to confirm that employees will continue to accrue annual …

*UPDATE* 30 March 2020 Employment law implications following the outbreak of COVID-19 (Coronavirus)

Over the past few days there have been further updates on what is being called ‘Furlough Leave’. Here is a note on how we understand the Coronavirus Job Retention Scheme [CJRS] will work. Coronavirus Job Retention Scheme – Furlough Leave Under the scheme, all UK employers, regardless of size or sector, can claim a grant …

Employment law implications following the outbreak of COVID-19 (Coronavirus)

Absence and pay The introduction of regulations means that, in most cases, an employee who is in quarantine, or strongly advised in government guidance to self-isolate, will be regarded as being incapable of working for SSP purposes. As a result of the COVID-19 outbreak, the government has announced emergency legislation temporarily making statutory sick pay …

Information required for Contract of Employment

So, you wish to advertise a post or role, or have interviewed candidates and wish to offer somebody employment… and have an idea as to the terms of employment including pay and hours of work. In our previous post we set out the importance of recording the contractual arrangements. We also highlighted the fact that …

Terms and Conditions of Employment

As a business it is important that you have a record of your contractual arrangements, preferably in writing. In respect of your employees you should set out their terms of employment in writing; indeed, a failure to do so may result in a breach of the employee’s statutory rights as set out in the Employment …

Employment Law Following Brexit

Possible Implications of Brexit for Employment Law in the UK Much of the UK’s employment law comes from the EU, including discrimination rights, TUPE, family leave, working time regulations and duties to agency workers. The UK could repeal all of these. However it is unlikely for the following reasons:- Some EU employment laws merely subsumed …

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