HR Articles

It has been reported that as many 34% of employers have asked their furloughed employees to carry out some form of work, administrative task or even cover another employee’s work, whilst on furlough.

From 1 July 2020, employers will be able to bring back furloughed employees on “flexible furlough” agreements.

Just before the weekend, the Government released new guidance, updated existing guidance and released a policy paper on how the coronavirus job retention scheme, better known as the furlough scheme, will change from 1 July 2020. In summary, the paper outlines the following:

Employers in the UK have a legal obligation to ensure employees’ health, safety and welfare at work, as far as reasonably practicable. This includes home workers. The Government’s advice remains that those who can work from home should continue to do so. To ensure businesses meet their statutory obligation under health and safety legislation

The Government’s Coronavirus Job Retention Scheme, or Furlough Scheme will close to new entrants from 30 June. From this point onwards, employers will only be able to furlough employees that they have furloughed for a full 3-week period prior to 30 June.

The Claimant in Robinson v Mind Monmouthshire Ltd made a complaint after a colleague performed an offensive impression of a physically disabled person.

The level of government support is unchanged until 31 July.

With increased easing of lockdown measures expected from next week, and businesses beginning to re-open, the inevitable employment law implications will arise from returning to work and ensuring that staff are safe.

As of today, in England and Scotland, test and trace programmes have been introduced (28 May 2020), although there are no current plans to test those without symptoms and the government lead for the programme in...

In O’Sullivan v DSM Demolition Ltd, the Claimant’s contract of employment recorded a start date of 2 November 2015,