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.
From today employers will be able to have staff on flexible furlough, meaning that employers can bring furloughed employees back to work for any amount of time and any work pattern, while still being able to claim the grant for the hours not worked.
The employment status of elite performance athletes has been examined in a recent Employment Appeal Tribunal (EAT) case between Jess Varnish and British Cycling. If Varnish had been deemed to be an employee (and/or worker), the immediate impact for funded sport would have been significant.
'Bumping' relates to the process whereby an employee whose role within an organisation is at risk of redundancy is redeployed into an alternative role, and the individual who previously undertook that role is dismissed as redundant instead. Are employers required to give consideration to the option of bumping in every situation?
From today employers will be able to have staff on flexible furlough, meaning that employers can bring furloughed employees back to work for any amount of time and any work pattern, while still being able to claim the grant for the hours not worked.
Two weeks after the Chancellor Rishi Sunak announced that the scheme would be changing from 1 July 2020 with the introduction of Flexible Furlough, the HMRC guidance has been updated to explain how the scheme will operate from 1 July until it closes on 31 October 2020. While welcome, the update does seem to indicate there will be some practical complexities in the operation of the scheme for employers, particularly in relation to the flexible furlough elements.