Employment Law Solutions – COVID-19 Update
Just as we thought 2020 had given us everything it could throw at us, an update today from Chancellor Rishi Sunak has confirmed furlough will be extended until the end of April 2021 with the government continuing to contribute 80% towards wages.
Here are the related blogs that link onto Furlough:
Stay up to date with our latest news and advice from the team on social media
Annual leave, Sunday working, group redundancy, stand-alone redundancy and disciplinary – we have some great tips in our resource pack.
In one of the final Acts of the Conservative government, a Code of Practice on dismissal and re-engagement (the Code) more commonly known as “fire and rehire” was passed through Parliament and came into effect on 18 July 2024. This is a statutory code which must be taken into account but it is nowhere near as robust as the Labour Party would like (see our review of the 2024 manifesto here), we can therefore, expect to see further changes to the fire and rehire rules.
In March 2022, the Government announced plans to introduce a law to manage tipping and ensure that workers are receiving the fruits of their labour. The Employment (Allocation of Tips) Act 2023 and its supporting Statutory Code of Practice (the Code) will come into force on 1 October 2024. So what does the new law say and how will employers be affected?
Flexible working became a priority during the pandemic, the necessity to work from home to help prevent the spread of coronavirus was a preventative measure but it demonstrated the fact that we do have the ability to work remotely and flexibly.
Although we are seeing employers trying to persuade staff back to the office because of the social, knowledge sharing and team building benefits the government have implemented some significant changes to the flexible working practices.
