If more than 20 people are employed and the employer must consider redundancies, if the workers do not accept the new changes to the contract on return from vacation. For example, a reduction to 80% or less in salary, then a collective consultation process must be conducted. Finally, with respect to annual leave, the updated guidelines of July 1 indicated that, if workers were treated flexibly, all hours taken on leave during the application period should be counted as hours worked and not hours worked. Employers should not have put workers on vacation for a period of time simply because they were on vacation for that time. Furlough holiday is ongoing for at least 7 days. Employees can enter and exit the system as long as it lasts. This allows employers to have some flexibility, so that they can recover workers from their holidays and, if necessary, put them back on flexible leave. Under the expanded CJRS, the government has committed to fund 80% of workers` wages (within the applicable limit) for unpaid hours, i.e. their wages lough pay, with employers only having to cover employer contributions for national insurance and employer pensions. This is actually more generous to employers than the Furlough program in recent months, since state aid had rejuvenated 60% of workers` wages until October, with employers having to fund the additional 20% themselves.
However, the government has stated that the expanded CJRS will be reviewed in January 2021, including the audit of improving the economic environment to require employers to increase their contributions on workers` wages from February 2021. If you plan to reduce salary and all salary-related benefits (e.g. B the pension) at the level of 80%, it is an undue wage deduction for the 20% of salary and benefits according to labour law and could be constructive (unfair dismissal). That is why it is important to get the workers` approval. On July 28, new guidelines were issued for employers who were over or under-submitted to the plan. You should wait for ongoing questions from your teams on this topic and the return of Furlough Vacations after the second blockage has been lifted, we recommend using it to produce your own questions and answers to help them. Please contact us if you need a return of the furlough letter. At the end of March 2020, the government opened the Coronavirus For Work (Furlough Scheme). The scheme has been extended several times since its introduction and continues until 31 March 2021, subject to further revision at the end of January 2021. It is interesting to note that, unlike the Furlough system, HMRC intends to publish the names of employers using the new JSS. Just a reminder here, according to labor law, if the employer wants to change the wage by 100% and benefits for the days/hours that a worker works, then this must be by agreement with the worker, which is why proof of the agreement is important. Agreements under the original plan dealt with a number of issues, such as the duration of the incident.
B, the rules on wages, annual leave and those necessary to end the tender. Employers have had to prepare new written agreements to reflect the amended agreements, whether it is a supplementary letter or a new agreement. Similarly, the supplementary letter or the new agreement, which existed at Furlough`s flexibility, had to define the terms of return to work.