As an employer you want to look after your people. You understand the value your employees bring to the business, especially in such challenging times. But what happens if staff don’t feel ready to return to the workplace? What options do you have when it comes to getting your business back...
Current levels of business uncertainty are difficult to ignore. As lockdown eases and the furlough system comes to an end, redundancy is the next consideration which many company owners and managers may have to make.
Business owners have often light-heartedly commented on the time they have to spend managing employee holidays. Many a Director or HR manager’s office has an extensive planner on the wall, with a plethora of coloured dots and notes to ensure everyone knows exactly who’s on leave at any given time.
We are in the midst of a fast-changing picture when it comes to overseas travel and the newly announced need to self-isolate upon return from designated countries raises yet more concerns for those who have opted to take a much-needed holiday.
As we all become accustomed to ‘the new normal’ there are a few things which are already very apparent about the world of business, post lockdown.
On the 10th of May Boris Johnson made his announcement regarding a return to the workplace for many employees, especially those for whom working from home was not a real option.
The past month has been a strange one – I’m sure you’d agree! Millions of workers in Britain have been forced to learn a new word, of which has come amid the COVID-19 pandemic, where businesses are rushing to cut costs and save their company. This word is “furlough”.
The question every employer is asking right now especially with the double Easter bank holiday weekend looming. The Government introduced the Job Retention Scheme, allowing employers during the current COVID-19 crisis to place their workers onto a period ‘furlough’.
With the UK’s withdrawal from the European Union, the question of how this separation will impact Employment Law can seem unclear.
Back in December 2019, the Queen outlined 40 or more new potential Employment Laws which could be brought in over the next 12 months, relating to...