When employees were first put on furlough at the end of March and beginning of April, the scheme was at that time due to run until the end of May. The scheme was then extended to the end of October but did employers then agree with their employees that in the light of that extension, the employee’s furlough leave would be similarly extended? If not, that should be urgently reviewed and the necessary consents obtained.
As we reported in our blog here, it is anticipated that the scheme as from 1 August will allow some part time working and will require a contribution from the employer but further details of those changes is awaited.
In the meantime, employers should review their initial furlough agreements with staff and seek agreement to extend as necessary.
Furlough Advice & Support Team
Edwin Coe has set up a dedicated team of specialist advisers to offer support with furlough enquiries. The implications of furlough will reach far further than the simple placing of employees on furlough and extensive and complex legal and economic issues for business will arise from it.
If you aren’t receiving our legal updates directly to your mailbox, please sign up now
Please note that this blog is provided for general information only. It is not intended to amount to advice on which you should rely. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content of this blog.
Edwin Coe LLP is a Limited Liability Partnership, registered in England & Wales (No.OC326366). The Firm is authorised and regulated by the Solicitors Regulation Authority. A list of members of the LLP is available for inspection at our registered office address: 2 Stone Buildings, Lincoln’s Inn, London, WC2A 3TH. “Partner” denotes a member of the LLP or an employee or consultant with the equivalent standing.