The government's Coronavirus Job Retention Scheme (the furlough scheme) has been extended until the end of March 2021. Although this is welcome and will allow for more effective business planning, the new five-month extension may mean that some employees will spend an entire year on furlough. This article discusses what is currently known about how the scheme will operate.
Prime Minister Boris Johnson has announced that the Coronavirus Job Retention Scheme (the furlough scheme) will be extended rather than closed as originally planned. The extension will cover a new lockdown in England, which is expected to come into force on 5 November 2020 and last until 2 December 2020. This article summarises the immediate questions and implications for employers and provides possible wordings that they can use to inform employees of the changes.
Chancellor of the Exchequer Rishi Sunak has significantly expanded the Job Support Scheme after objections from businesses, particularly those in Tier 2 areas, that they are facing massively reduced demand but less support from the government than Tier 3 businesses legally forced to close. The changes could have a significant impact – but employers have little time to take the steps needed to take advantage of the scheme before it takes effect on 1 November 2020.
The government's new Job Support Scheme (JSS) replaces the furlough scheme and will start on 1 November 2020. The JSS will provide ongoing wage support for people in work, provided that employers meet certain access conditions, employees are working at least 33% of their usual hours and employers also provide additional wage support. This article answers FAQs covering eligibility, how the scheme works, what employers must agree with employees and alternative resourcing options for employers.
Chancellor of the Exchequer Rishi Sunak has announced a new Job Support Scheme to replace the furlough scheme. It will start on 1 November 2020 and run for six months. This article sums up the key features of the scheme and looks at the important questions from an employment law perspective.
This article explores the legal limits of positive action in the workplace, including situations where it is permissible to give preference on gender or ethnicity grounds to make up for a historic lack of opportunity and what employers can and cannot do to improve diversity in their shortlists or hiring slates.
The Coronavirus Job Retention Scheme ends on 31 October 2020, with employers required to start contributing from August 2020 and a new flexible furlough option available from July 2020. This article highlights the latest developments, including with regard to flexible furloughing arrangements, government contributions and claim deadlines.
The government has published updated guidance on the Coronavirus Job Retention Scheme, setting out the pathway to its phasing out. The guidance provides details of the complex mechanism under which flexible furloughing (ie, part work and part furlough) will be allowed from 1 July 2020.
Following the government's publication of its post-COVID-19 recovery strategy, employers are beginning to consider how they may safely reopen their workplace for those who cannot work from home. Employers have statutory duties to provide a safe workplace, but what of risks faced by employees during their commute to work? For many employees, the key concern is not what happens in the workplace, but rather the risks of using public transport to get there.
The Coronavirus Job Retention Scheme has been extended by a further four months until 31 October 2020. The furlough scheme will continue in its current form without any changes until 31 July 2020. However, new flexibility will be introduced from the beginning of August 2020, with the aim of getting employees back to work and boosting the economy. Employers should use the news of the furlough scheme extension to think proactively about the next stage of their business continuity plans.
COVID-19 has changed the ways in which businesses run and there is still some time before it is 'business as usual'. Most employers are grappling with new ways of working, with many employees working from home. However, what should employers do if they become aware of an allegation of misconduct or wrongdoing? This article considers whether a remote investigation is the right step to take and what employers should bear in mind if they conclude that it is.
The government has issued further updates to its guidance for employers on claiming for employee wages through the new Coronavirus Job Retention Scheme and separate guidance for employees. Alongside this, the government has published separate information for employers in advance of the online portal opening for claims on 20 April 2020.
The government has updated its guidance on how furlough will work in practice under the new Coronavirus Job Retention Scheme. The guidance gives more clarity on salary sacrifice, which types of worker can be claimed for and which payments can be included. This article sets out the key points from the updated guidance and answers FAQs about the scheme.
The government has announced that the planned reforms to IR35 will now take effect on 6 April 2021 instead of 6 April 2020 as previously planned. The postponement will come as an enormous relief to businesses that were struggling to prepare for this significant change to employment tax while dealing with the issues introduced by the fast-changing coronavirus situation. However, this is clearly a deferral of the reforms rather than an abandonment.
The Supreme Court has refused permission to appeal in Chief Constable of Leicestershire Police v Hextall. This means that the law remains as set out in the Court of Appeal's judgment, which stated that failure to enhance pay for shared parental leave was neither indirect discrimination nor a breach of equal pay rights.
The proposed IR35 reform represents the biggest change to employment tax for decades. Until now, businesses have been able to engage contractors using personal services companies (or other intermediaries) without having to give much thought to the individual contractor's status for tax purposes. The proposed changes mean that businesses must review how they engage with contractors ahead of April 2020.
The Equality and Human Rights Commission has published substantial new guidance on sexual harassment and harassment at work, setting out detailed recommendations that employers should consider following to prevent and deal with such behaviour. The guidance puts the onus on employers to be more inquisitive about what is going on in their workplace, rather than simply having policies and dealing with complaints.
Confidentiality clauses or non-disclosure agreements have become a topic of significant interest because of how they can be used to prevent employees from reporting allegations of sexual harassment or other similar misconduct. The government recently published its response to a consultation on the regulation of confidentiality clauses, which sets out a number of proposals for new legislation in this area.
The government is committed to cracking down on disguised employment. In order to achieve this, the IR35 rules will change from April 2020. The IR35 rules apply where contractors personally provide services via an intermediary. However, if the contractor is directly engaged, they would be considered an employee or office holder for tax purposes. The changes will also apply to more complex labour chains, so an early understanding of the labour supply chain is critical.
In an emphatic judgment, the Court of Appeal has ruled that it is not direct discrimination, indirect discrimination or a breach of equal pay rights to provide enhanced pay for maternity leave and statutory pay only for shared parental leave (SPL). This judgment is good news for employers, as it sends a clear message that it is lawful to enhance maternity pay but provide statutory pay only for SPL.
The government recently published a consultation paper extending protection from redundancy for pregnant women, women who have returned to work after maternity leave and new parents. The paper seeks views on whether protection should be extended throughout pregnancy and for a period after a woman returns to work and whether this should also apply to parents who have taken other types of leave.
The Parental Bereavement (Pay and Leave) Bill recently received royal assent to become the Parental Bereavement (Leave and Pay) Act 2018. The act entitles employed parents who have lost a child to take statutory paid leave to allow them time to grieve. The new rights are expected to come into force in 2020.
The Employment Appeal Tribunal recently indicated that enhancing maternity pay, but not pay for shared parental leave, may give rise to indirect sex discrimination claims by fathers. Indirect discrimination was always expected to prove a much greater challenge to employers paying different rates of pay to women on maternity leave and parents taking shared parental leave. Unfortunately, the tribunal's decision has not resolved this issue.
The first case regarding the amounts paid to men and women on shared parental leave has been decided by an employment tribunal in Glasgow. Following the decision, employers which have combined their family leave policies into a single family-friendly policy should seek advice, as it may be easier to justify a difference in treatment in relation to pay if that difference is reflected in different types of leave.