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Please note: the information contained in our legal updates are correct as of the original date of publication
The Government has today announced an extension to the Coronavirus Job Retention Scheme until the end of June 2020. This will provide much needed certainty for employers who are relying on the Scheme as a way of maintaining their workforce during the current lockdown. This announcement has come at the end of week which has seen the publication of the Treasury Direction in respect of the Scheme, as well as revisions to the both the Government guidance (extending the date by which employees needed to be on payroll with an RTI submission to HMRC from 28 February to 19 March 2020), and the associated ACAS guidance.
There remain some inconsistencies between the Treasury Direction and the Government guidance – for example, as to how SSP interacts with furlough, and whether “written notification” or “written agreement” is required – and so it seems unlikely that these will be the final version of the “scheme rules”. However, the extension will come as a welcome relief to those employers and employees alike who were otherwise facing the prospect of collective redundancy consultation procedures.
We are helping across business, health, education and government sectors:
Employers will need to consider whether they genuinely need to reopen premises or whether work can continue to be carried out remotely. If employees can work from home, they should continue to do so.
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On Tuesday 12 May, the Chancellor announced that the Coronavirus Job Retention Scheme (CJRS) is to be extended until the end of October 2020.
In September 2018, a consultation was launched regarding potential reform within the Employment Tribunal (“Tribunal”) system. 18 months later, the Law Commission has now published its 212 page report on Employment Law Hearing Structures.
Following the Government’s confirmation that the existing lockdown has been extended by a further three weeks, employers will continue to be encouraged to make all efforts to enable employees to work from home.
The content on this page is provided for the purposes of general interest and information. It contains only brief summaries of aspects of the subject matter and does not provide comprehensive statements of the law. It does not constitute legal advice and does not provide a substitute for it.
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