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The Chartered Institute of Personnel Development (CIPD) have recently commissioned a new survey which reveals that due to the continuing economic downturn, 50% of employers in the public sector have noted that there has been an increase in stress related absence last year. The report says “stress is a particular challenge in the public sector where the sheer amount of major change and restructuring would appear to be the root cause”.
An employer is usually entitled to assume that the employee can withstand the normal pressures of the job unless he knows of some particular problem or vulnerability. However, given the continuing uncertainty and changes in the workplace that are being forced upon employers due to budget restraints, it is important for employers to revisit their strategies and policies in place (to possibly include counselling) to deal with employees who are not handling the changes in the workplace.
The government has now announced further changes to the Job Support Scheme (now renamed the Job Support Scheme Open), with both the percentage of working hours and the employer contribution to unworked hours dropping.
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On 14 October 2020, The Restriction of Public Sector Exit Payments Regulations 2020 (the “Regulations”) were made into law and will come into force on 4 November 2020.
The extent of vicarious liability has been tested by the courts again and this time in relation to employees engaging in horseplay and practical jokes.
The Government has been firm that there will be no extension to the current Job Retention Scheme which is due to end on 31 October. However yesterday saw the announcement of the Job Support Scheme.
Senior Associate
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