The Coronavirus (Scotland) Act 2020 came into force on Tuesday 7 April 2020, bringing significant changes in response to the pandemic. A whole series of secondary legislation has also been passed for the purpose of introducing or easing restrictions in response to COVID-19. This is an overview of the most recent changes which apply to Scotland
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The law never stands still, and the way it applies to you and your organisation is constantly evolving. Our people are on top of these developments and can keep you up to date with some of the most interesting aspects of these changes. Check out our articles and updates for our perspective on issues that might affect you.
Just one month after it was announced by the Chancellor, the Coronavirus Job Retention Scheme is now live and operational. There remain some areas of uncertainty which have yet to be addressed. The guidance is still under review with a further update issued last Friday and perhaps further to follow, so employers will need to ensure they keep on top of the latest developments and any subsequent changes. Here we have summarised the latest update and the changes employers should be aware of.
In March 2020, the UK government signalled a shift in energy policy by announcing its intention to bring onshore wind and solar development back into the Contracts for Difference (CfD) subsidy regime. It is no surprise then that investors are attracted by the bondlike nature of these subsidised projects. The 2020s will likely see increased confidence among funders, with a resulting boost to renewable energy projects in Scotland. However, funders should be aware that there is a discrete property and security law regime in Scotland that affects what security can be obtained by Lenders. It is important that developers and funders seek expert legal advice on the quirks of the Scottish system.
As we enter the fifth week of the government lockdown many of us are turning to at-home hair dye to freshen up our isolation looks or to try something new while no one else can see. However it is important to remember that your D.I.Y dye comes with its own risks if you don’t follow the manufacturer's guidelines.
One important area of employment law is the requirement for employers to perform right-to-work checks. If an employee or worker does not have the right to work then it will be illegal for them to be employed. This is an area which is most pertinent in the agriculture sector, which is largely dependent on foreign labour to deal with seasonal demands. Now, the government has relaxed the rules in this area due to the Coronavirus.