Currently, the furlough scheme is due to end on 30 September, by which time, according to the government roadmap, all social distancing restrictions will be lifted. So, it will be a return to a time of “pre-covid normality”. Although it won’t be as the world has changed since March 2020.
Looking forward, for both employers and employees, the key concepts to bear in mind are planning and good communication.
If you are an employer and you have staff on furlough, start considering now what you think your workforce will look like in the autumn. If it is going to be smaller as a result of redundancies, bear in mind that the redundancy process takes time and can be complicated (you should not undertake a redundancy process before getting proper legal advice).
If you are an employee on furlough and you think that you might be made redundant when furlough ends, there is no harm in seeing what else is out there.
Keeping good lines of communication open is important so as to reduce misunderstandings and allow parties to better plan for the future.
If you have any employment law queries, please do not hesitate to contact David Nathan at [email protected] or on 020 7822 2247.
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