10 June - deadline for furloughing staff for first time
The Chancellor is making changes to the Coronavirus Job Retention Scheme from Saturday 1 July [our blog explains the detail].
08.06.2020
Remember: if you've not already furloughed a member of staff who you may want to furlough in the future, you have until Wednesday 10 June to do so in order for the current three week furlough period to be completed by Tuesday 30 June. If you miss that deadline, you won't be able to furlough them under the new flexible scheme.
The government guidance states:
The scheme will close to new entrants from 30 June. From this point onwards, employers will only be able to furlough employees that they have furloughed for a full 3 week period prior to 30 June.
Please note: this rule only appears to apply to employees who have not been furloughed at all during the period 1 March to 30 June. This suggests that employers will be able to re-furlough staff even if they have returned to work and are not furloughed as at 30 June.
Employers will have until Friday 31 July to make any claims in respect of the period to 30 June.
Details of the new scheme are going to be published on Friday 12 June.
Our Coronavirus updates
We're working hard to keep you up to date with legal developments around Coronavirus. We've set up a portal which includes lots of helpful articles and advice to help you.
If you have a query, that we haven't answered, please contact us.
Key Contacts
Related Articles
Expert CommentWhat are the risks of using fixed-term contracts once six month unfair dismissal rights come into force?Many businesses engage staff on fixed or limited-term contracts to provide cover for staff on family-related leave, absent due to long-term ill-health, or to complete a specific project or task. Some contracts set out the date they are due to end, other set out the specific circumstances that will bring them to an end.
Expert CommentEqual pay shake-up: you may soon have to tell job applicants how much you are going to pay them before interviewThe government has launched a consultation on plans to reform equal pay laws and strengthen protection against pay discrimination.
Expert CommentFlawed investigation costs employer over £115kIn Griffiths v Essex County Council, the EAT had to decide whether a tribunal had correctly awarded a disabled employee substantial compensation after she resigned following a flawed and protracted investigation, grievance and appeal process.
