It is tempting to think that there is only one crisis, that caused by the coronavirus. Talk of it is pervasive, whether that be on calls with our colleagues or standing on the touchline watching our children play sport. We cannot escape from it. Many will have stopped this week to hear the PM and the Chancellor make their respective announcements.
Today (24 September 2020), the Chancellor announced new plans to support jobs following new covid-19 restrictions announced by the Prime Minister. A new Job Support Scheme (JSS) has been announced which will commence from 1 November 2020 following the end of the Coronavirus Job Retention Scheme (JRS) and Flexible Furlough Scheme (FFS) on 31 October 2020. The new JSS government wage subsidy scheme is designed to protect “viable jobs”, so for some employers difficult decisions will have to be made. Guidance has not been published but what do we know so far and how can employers prepare?
Has the Coronavirus Act 2020 and the stay of possession proceedings affected my ability to seek possession against trespassers?
As landlords and tenants are well aware the Coronavirus Act 2020 and changes to the court rules have given tenants some security during the current pandemic, namely that they will not be evicted from their property.
A further stay of possession claims: where are we now?
Landlords of residential properties were left feeling aggrieved and thumping their fists on the table following the announcement by Housing Secretary Robert Jenrick MP that the stay on possession proceedings, would be extended for a further 4 weeks
With the Coronavirus having an unprecedented effect on the UK economy and the Government’s Job Retention Scheme (“JRS”) coming to an end on 31 October 2020, many employers are faced with the prospect of considering redundancies in order to reduce overheads and save their business.
New legislation passed guarantees statutory redundancy and minimum notice pay will be based on “normal weekly pay” for some
Since the introduction of the job retention scheme (“JRS”) there has been debate surrounding the correct rate of pay to give for employees who are given notice of redundancy while on furlough. This ambiguity has led some employers to pay statutory minimum notice and redundancy at the furlough rate rather than an employee’s usual weekly rate in an attempt to save money.
With the government’s “air bridges” looking a little shaky and Spain being taken off the list as of 26 July 2020, what happens if your employees are caught by the ever changing holiday rules? Emma O’Connor, Head of Training, discusses what employers can do