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 […]
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 […]
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 […]
SEISS has been extended for a further six months, with two grants available covering each three month period. In order to be eligible, self-employed individuals must have been eligible for the first and second grants, although there is no requirement that they must have claimed those grants. They must also declare that they intend to […]
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 Treasury Direction covering the Coronavirus Job Retention Scheme (CJRS) has been updated to cover the amendments to the original CJRS to allow for flexible furlough from 1 July 2020 until 31 October 2020 when the scheme is wound up. Like the previous Treasury Directions dated 15 April and 20 May this document – The […]
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 […]
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 […]
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 […]
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 […]
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 […]
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 […]
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 […]