Further furlough and more self-employment grants

As announced in the Budget, the furlough scheme will be extended until September, with the Government continuing to pay 80% of furloughed workers’ wages until June. Thereafter, employers will be expected to contribute towards furloughed workers’ pay. From July, employers will be expected to pay 10%, increasing to 20% in August and September, with the […]

Gender pay gap reporting

Last year, enforcement of gender pay gap reporting was suspended due to Covid and many firms chose not to submit their reports. The Woman and Equalities Committee has called on the government to confirm that reporting will go ahead this year but, at the time of writing, no confirmation has been given. Since 1997, the […]

Government support for jobs and the self-employed is extended into 2021

The government has just announced further extensions to the Coronavirus Job Retention Scheme (CJRS), also known as the furlough scheme, and Self-Employment Income Support Scheme (SEISS). For further details on how the CJRS operates, see some guidance Job retention scheme. The CJRS was recently extended to the end of November to cover the second lockdown […]

Personality clash dismissal permitted

In most cases, dismissal of an employee without following any sort of formal procedure would lead to the conclusion that the dismissal was unfair. However, in the unusual case of Gallacher v Abellio Scotrail Ltd the Employment Appeal Tribunal (EAT) agreed with the Employment Tribunal’s (ET) decision that dismissal without following a procedure was within […]

The job retention scheme: further guidance

Following on from our previous updates on the Coronavirus Job Retention Scheme, both the government and the Treasury have provided further guidance, details of which are set out below. The most significant change is that employees must have been on the employer’s payroll and included on the employer’s Real Time Information submission to HMRC on or […]

Job retention scheme – new guidance

The government has updated its guidance on the Job Retention Scheme which we have summarised below. Two additional requirements for employers are that they must have enrolled for PAYE online, which can take up to ten days, and have a UK bank account. The employer must notify the employee in writing that they will be […]

Assistance if you are self-employed

Following on from our articles on the Job Retention Scheme, we address here the support available from the government for the self-employed in response to COVID-19. Self-employment Income Support Scheme (SEISS) SEISS provides a similar level of support to the job retention scheme (80% of trading profits up to a maximum of £2,500 per month […]

Coronavirus (COVID-19) – employment issues update

Further to our Coronavirus Employment Law Issues article issued recently, we now have the latest information and guidance concerning the employment law issues with Coronavirus (COVID-19). Self-isolation for coronavirus and Statutory Sick Pay The government have announced this morning that an employee who self-isolates will be entitled to Statutory Sick Pay (SSP). Whilst this is correct if […]

New guidance on confidentiality clauses in settlement agreements from the Equality and Human Rights Commission

The Equality and Human Rights Commission has this month issued guidance on the use of confidentiality clauses in settlement agreements. The recommendations include: Settlement agreements should not prevent an employee speaking out about discrimination or harassment unless it is necessary to protect a victim of discrimination or if the victim has requested it. There may […]

Does suspension breach the implied term of trust and confidence?

In London Borough of Lambeth v Agoreyo the Court of Appeal recently considered the circumstances in which an employee may be suspended without the employer breaching the implied term of mutual trust and confidence. Ms Agoreyo was a primary school teacher who was suspended pending investigation five weeks into her employment at the school. Three incidents […]

What counts as ‘long term’ in determining if an employee has a disability?

The Employment Appeal Tribunal (EAT) has recently considered the meaning of “long term” and “substantial” when assessing whether a person is disabled for the purposes of the Equality Act 2010 in Nissa v Waverly Education Foundation Limited. Ms Nissa had been employed by Waverly as a science teacher and resigned on 31 August 2016. She brought a claim for disability […]