Introducing HR & Employment Law

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We recently published a series of How to Guides intended to help employers with some of the challenges they might face coming out of lockdown, particularly as the furlough scheme draws to a close.

These cover three key areas: furlough, contract changes and the redundancy process. While it is easy to get bogged in the almost constantly changing government guidelines, it is important to remember that employers are still required to act within the law.

Our Furlough How to Guide explains the most recent changes and includes a template letter for you to use that sets out a flexible furlough agreement with your employees.

However, as the furlough scheme winds down, it is likely that many employers will be looking to negotiate changes to pay and conditions that reflect the different trading conditions we now face in our post-Covid world. This is a particularly complex area that should be handled with care. Of paramount importance will be increased flexibility, enabling employers to react swiftly to lockdown situations. The successful implementation of these changes could also reduce the number of potential redundancies in your organisation and the clear communication of this message is likely to be key to your success.

If, however, you are left with no choice but to reduce your headcount then our Redundancy How to Guide will help you understand the basics. From individual and collective consultation to what constitutes fair selection criteria, we aim to give you an overview of the steps you need to take to carry out a fair redundancy programme that is less likely to face legal challenge in costly employment tribunal proceedings.

Our Furlough How to Guide is free, if you sign up for access to the Redundancy and Contract Changes How to Guides then included in the price is six months’ telephone access to a non-practising employment law solicitor who will be able to help you with any questions you might have specific to your business.

This article is for general information only and does not constitute
legal or professional advice. Please note that the law may have changed
since this article was published
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