With 2021 beginning with key changes in the UK, including Brexit and a return to national lockdown, there are also several key changes to employment law to be aware of in the year ahead.
At the end of last year, the Chancellor, Rishi Sunak, announced the extension of the furlough scheme, or Coronavirus Job Retention Scheme (CJRS), until 30 April 2021.
MPs are urging the Government to publish the full list of employers who have claimed under the Coronavirus Job Retention Scheme (CJRS) amid concerns of fraud.
Recent research has indicated that the number of applications from non-EU countries for UK-based roles now outweighs the number of EU applicants.
Delays at employment tribunals are set to increase, with discrimination cases taking as long as 14 months to reach a court hearing, according to the latest research.
HM Revenue & Customs (HMRC) has updated its guidance on late furlough claims, clarifying what is meant by a ‘reasonable excuse’ for submission after the deadline.
When the NHS Test and Trace service requires an employee to self-isolate, then the employee and employer need to agree on one of two options.
The UK has experienced the largest annual rise in redundancies since 2009, with the impact of the coronavirus pandemic being felt by many employers.
If you are planning on the difficult decision of making a furloughed employee redundant after the scheme ends on 31 October 2020, there are several key considerations you need to consider.
The Government has rejected calls to extend parental leave and pay because of the coronavirus pandemic, stating that it would result in additional burden being placed on employers at a difficult time.
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