But it`s not just Furlough`s flexibility provisions that have made headlines. On July 8, the Chancellor announced in his “Plan for Jobs” a Coronavirus Job Retentionon Bonus. More information about this can be found in our article here. Yes, yes. The number of employees you can claim in a period from July 1 must not exceed the maximum number of employees you previously requested until June 30, 2020. If you. B, between March 1 and June 30, 2020, you filed three applications for which the total number of employees was 30, 20 and 50 people, the maximum number of employees you can claim in each claim from or after July 1 would be 50. Agreements under the original plan dealt with a number of issues, such as the duration of the incident. B, the rules on wages, annual leave and those necessary to end the tender. Employers have had to prepare new written agreements to reflect the amended agreements, whether it is a supplementary letter or a new agreement. Similarly, the supplementary letter or the new agreement, which existed at Furlough`s flexibility, had to define the terms of return to work. For example, if the person would work from home or return to work.

If this is the case, the employer would have specified, taking into account the above guidelines, the steps it has taken to ensure the safety of the work COVID-19. Some employees may be required to return to work and others may be allowed to stay on the path. Making decisions about who goes back to work can be complicated, and it is necessary to ensure that you do so in a non-discriminatory manner. Staff decisions when re-opening jobs are probably the most difficult issue for employers – see our flow chart. 5. Employers should check whether layoffs are necessary and, if so, when they are likely. Employers will have to consider whether they can wait until the Furlough program expires on October 31, 2020 to make redundancies or whether they need to act sooner. When employers make collective redundancies, they must bear in mind that the rules for consulting collective dismissals apply and, therefore, they must carry out a mandatory consultation period (30 days during which 20 to 99 redundancies are proposed and 45 days during which 100 or more redundancies are proposed) before they can lay off.

These periods must be taken into account when planning for redundancy. Employers and employees welcomed Furlough`s flexibility. Employers had to ask themselves how long staff could be laid off and whether they were returning to work either at home or from work. The UK government and the decurved governments have published comprehensive guidelines on how to ensure job security covid-19. The difficult problem for many employers was deciding who and for how long to move. Employers must not discriminate and need a fair selection system to know who should return to work taking into account the needs of businesses and the qualifications required, but within the framework of equality and discrimination legislation.