On 17 April 2020, we highlighted that the latest government guidance made clear that, in addition to written confirmation by an employer, the employee’s agreement to be furloughed must also be recorded in writing in order to be eligible to claim under the CJRS and that it would not be sufficient to rely on implied
The latest government guidance on the Coronavirus Job Retention Scheme (CJRS) now states that an employee can only be furloughed if the employer and employee have agreed in writing (which may be in an electronic form such as an email) that the employee will cease all work in relation to their employment”. For quite some time now the Employers’
At the daily No 10 briefing, Foreign Secretary Dominic Raab confirmed that Lockdown restrictions in the UK will continue for “at least” another three weeks Mr Raab went on to say a review had concluded relaxing the measures would risk harming public health and the economy. The extension of the UK lockdown will have both immediate
HMRC have confirmed that the CJRS Portal will go live on Monday 20th April 2020 with the first reimbursements made on 30 April. You’ll need to provide the following to make a claim: The bank account number and sort code you’d like us to use when we pay your claim. The name and phone number of the
Get your COVID-19 related Employment Law and HR Questions answered for FREE by a reliable and trusted Employment Law Specialist. Are you struggling to keep up with the rapidly changing information on the the myriad of issues the COVID-19 crisis has created, such as managing self-isolating and shielding employees, sick pay obligations, furloughing employees and
Overnight the government has published further details of the Furlough Scheme in what we presume is an attempt to address the increasing number of queries the previously published guidance left unanswered. On Thursday 26 March 2020 we broke the news that the government would be publishing further details on the Coronavirus Job Retention Scheme, aka
The ‘Good Work Plan’ was published on 17 December 2018 and contains a number of small, discreet changes to workplace rights. Some aspects have already been implemented but most are awaiting further government action. To help UK Employers prepare, we summarise below the key aspects of the Good Work Plan that will come into effect from 6 April 2020.