If you are made redundant when furloughed, you will still be entitled to receive notice and pay. The amount of notice pay will depend on the amount of notice you are entitled to receive on termination of employment. If you are entitled to the statutory minimum notice, notice [...]
Redundancy pay should be calculated using full, pre-furlough salary. The calculation for a statutory redundancy payment is based on your age, length of service and full years’ worked. You can calculate the statutory entitlement here.
Yes. Whilst the Job Retention Scheme is intended to prevent redundancies, unfortunately, redundancies are inevitable. Even more so as employers are required to contribute towards pay for furloughed staff from August.
Generally speaking, yes. However, there are exceptions. As you are still employed, the default position is that you must work when your employer asks you to and/or when you are contracted to. If you are shielding in line with public health guidance (and received the letter from your [...]
We have prepared an article explaining this.
You would return to work as normal. If the employer does not have enough work for you, they may need to consider changes to your terms and conditions such as reduced pay / hours (as long as pay did not take you below national minimum wage); or redundancies. [...]
Women must take the statutory minimum of 2 weeks off after having a baby (or 4 weeks if they work in a factory). However, they could choose to return to work and be furloughed if there was no work for them. Note, employees normally have to give 8 [...]
Employers can only claim through the scheme for enhanced contractual pay for employees in this situation. Statutory payments cannot be claimed.
Yes. Your employer could choose (but is not obliged) to take you off of sick leave and SSP, furlough you and pay you 80% of your salary. Those will short-term illnesses and those isolating because of COVID-19 should be on sick leave and receive SSP. For those [...]
Not unless you were on payroll as at 19th March 2020.