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Category: Covid19

Summary of employment law coming into place in April 2022

11th April 2022
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| Categories: Covid19, Employment Law

Eight key changes for employers to know about this April. Covid-related changes – 1 April 2022 The following changes will take effect on 1 April 2022: Self-isolation:those with Covid symptoms will be encouraged to “exercise personal responsibility” and show consideration to others, but will not be required, nor advised, to stay at home. Covid testing:free lateral flow and PCR testing will end for the general public (PCR tests will remain…

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A return to the workplace

12th July 2021
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| Categories: Covid19, Employment Law

On 5 July 2021, the Prime Minister announced the UK government’s plans to lift the remaining Covid-19 legal restrictions in England from 19 July 2021 following a further review of the health crisis on 12 July 2021 (with varying timeframes across the other nations of the United Kingdom).  Should the lifting of restrictions be confirmed on 12 July, it is expected that there will no longer be legal limits on social contact…

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Covid and return to work

12th April 2021
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| Categories: Covid19, Employment Law, Job

Summary At the time of writing, the Government has published its provisional roadmap out of lockdown and employers are beginning to consider when and how employees may return to the workplace. This article considers some potential options and possible risks relating to a return to work. Can employers force employees to return to work after lockdown? It is a general principle of English employment law that employees must comply…

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The Coronavirus Job Retention Scheme is set to close at the end of October, and many employers will be forced to consider making redundancies

3rd July 2020
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| Categories: Covid19, Employment Law, Recruitment

The following list highlights some important points for employees to be aware of regarding their rights in respect of redundancy. Redundancy pay Employees on furlough leave retain the same rights to redundancy payments. Employees with two years’ service are entitled to a statutory redundancy payment. This amounts to 0.5, 1 or 1.5 week’s pay for each full year the employee has worked for the employer capped at 20 years, the amount dependent on the employee’s age Employees will receive 0.5 week’s pay for each full year they…

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COVID-19 pandemic leads to record fall in hiring activity in April

13th May 2020
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| Categories: Covid19, Employment Market indicators, Recruitment

Permanent placements decline at record rates Renewed falls in both starting salaries and temp pay Demand for staff deteriorates at fastest rate in series history Permanent staff appointments fall at record pace The number of people placed into permanent job roles in the South of England fell for the second month running in April. Furthermore, the rate of decline gathered pace since March and was the most severe in…

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Coming Out of Lockdown – Employment Considerations: What to Expect in This Next Phase of “Business Unusual”

13th May 2020
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| Categories: Covid19, Employment Law, Lockdown

The UK government is considering relaxing its lockdown restrictions, and our clients are starting to model what a return to the workplace may look like. Katten has set out some of the common questions we have been getting, and the employment law considerations, in case of use.  1. How to Come Off Furlough? An agreement was needed from an employee to cease all work in relation to their employment…

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