With COVID-19 continuing to dominate the headlines, Brexit has taken a back seat. However, with the transition period coming to an end on 31 December 2020, employers should be aware of what this means from an immigration perspective.
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On Saturday 31st October 2020, just hours before the furlough leave scheme was due to end, the Prime Minister announced an extension. The Government had always resisted this, but its hand was forced by the imposition of a new lockdown.
Read MoreThroughout the summer the Chancellor Rishi Sunak resolutely maintained the position that furlough leave would not be extended beyond the end of October. But following months of pressure from employers’ groups and trade unions he relented in September and announced a new Job Support Scheme to take effect from 1 November.
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An article in The Telegraph published on 4th July 2020 has led to a lot of speculation about whether employers can claim monies for notice pay under the Government Retention Scheme.
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The Covid 19 pandemic has changed our lives in so many ways in a short space of time and, now that employees are gradually returning to the workplace, as an employment lawyer I am helping clients deal with another difficult development.
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What a few weeks it's been! Whilst many businesses and indeed whole industries have ground to a halt or experienced significant reductions in work, the same certainly can't be said for employment lawyers.
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The current pandemic is presenting an unprecedented challenge for organisations and we are continuing to post videos on our YouTube channel to guide employers on the latest updates on furlough leave and related issues. However other aspects of employment law are also changing and we have detailed some of the major updates that you need to be aware of now and over the next few months.
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As you know most employment news at the moment is focused on the coronavirus pandemic but there are some other news items that you also need to be aware of. Some are as a result of coronavirus while others are scheduled changes that have gone ahead despite the current situation.
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As the world enters into a defensive fray against Coronavirus (COVID-19), employers naturally have many questions on how to keep their employees and business as safe as possible, and also what they should be paying any employees who are in isolation.
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In line with the Employment Rights Act 1996, employers have a legal obligation to provide a written statement of particulars to employees within two months of commencing employment. From 6th April 2020, organisations will be required to provide a written statement of particulars to both employees and workers from day one of their employment.
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