This month has seen the first arrests following allegations of fraudulent claims under the Coronavirus Job Retention Scheme.
As early as April this year, the United Nations was warning that coronavirus was exacerbating inequalities for women across the world and with good reason.
We could all be forgiven for struggling to keep up. A few weeks ago, the prospect of a much-needed trip to get a little summer sun started to seem a possibility.
With so many businesses regrettably looking to make reductions in their workforce as a result of the pandemic, a recently reported case provides a timely reminder of the key principles to follow in a redundancy situation.
The latest on the Coronavirus Job Retention Scheme (CJRS) includes details of the reductions in support as the scheme winds down between July and October this year.
Nearly 25% of all UK employees have been furloughed, according to HMRC. With ‘lockdown’ being slowly lifted but pessimistic outlooks for the economy, the winding-up of the Coronavirus Job Retention Scheme (CJRS) is set to conclude in October
The Government has announced the roll-out this week of its new test, track & trace service as part of the effort to control the spread of the virus.
In this new world of remote working, one of many challenges has been how to conduct formal meetings with employees, such as disciplinary and grievance meetings, or redundancy consultations when the workforce is not on work premises.
Following Sunday night’s announcement by the Prime Minister, employers across the country continue to wrestle with complex considerations for managing their workforce over the months to come.
It’s about time we properly introduced Sian Strand, who joined us just before ‘lock-down’.