Making flexibility work in the ‘new normal’
We’re three months into the world’s first working from home experiment, says Alice ter Haar. So how can employers harness what they’ve learned during Covid-19?
CLICK HERE to read the full article written by Alice ter Harr on 16 June 2020 for People ManagementClick here to view full article >>
Employers able to recover statutory sick pay this month
Rebate scheme announced in March will open end of May, but experts warn small firms may not claim because launch took so long and the administrative burden is too high
To read the full article published in People Management on 19 May 2020 By Maggie Baska CLICK HEREClick here to view full article >>
Government amends date of employment for furlough purposes
You can only claim for furloughed employees that were on your PAYE payroll on or before 19 March 2020 and which were notified to HMRC on an RTI submission on or before 19 March 2020.This means an RTI submission notifying payment in respect of that employee to HMRC must have been made on or before 19 March 2020. Employees that were employed as of 28 February 2020 and on payroll (i.e. notified to HMRC on an RTI submission on or before 28 February) and were made redundant or stopped working for the employer after that and prior to 19 March 2020, can also qualify for the scheme if the employer re-employs them and puts them on furlough.
Employees can be on any type of employment contract, including full-time, part-time, agency, flexible or zero-hour contracts. Foreign nationals are eligible to be furloughed. Grants under the scheme are not counted as ‘access to public funds’, and you can furlough employees on all categories of visa.Click here to view full article >>
Emergency volunterring leave
EMERGENCY VOLUNTEERING LEAVE
Carrying over annual leave rules to be relaxed
On 27 March 2020 the Government announced that workers who have not taken all of their statutory annual leave entitlement due to COVID-19 will now be able to carry it over into the next 2 leave years.
To read the press release CLICK HEREClick here to view full article >>
The maximum award for unfair dismissal has increased from £86,444 to £88,519.
The maximum amount of a week’s pay used to calculate statutory redundancy payments and various other awards has increased from £525 to £538.
The statutory day rate for a Guarantee Payment used during a period of lay-off or short-time working has increased from £29 to £30 per day.
Click here to view full article >>
Information and consultation requirements (ICE)
All employers must inform and consult their employees on: Selling the business or buying a new one;
making 20 or more redundancies in a 90 day period and/or health and safety issues.
The threshold to request to set up ICE has been lowered from 10% to 2% of employees, subject to the existing minimum 15 employees.Click here to view full article >>
Termination payment changes – April 2020
All termination payments above £30,000 threshold are subject to class 1A (Employers) National Insurance Contributions.Click here to view full article >>
Changes to holiday pay reference period – 6 April 2020
As of 6 April 2020 the rules on how an employer calculates holiday pay changed to a 52 week period (referred to as the holiday pay reference period). Please CLICK HERE for the Government guidelines on calculating holiday pay for workers without fixed hours or pay.Click here to view full article >>
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