With the impending closure of the Coronavirus Job Retention Scheme (commonly known furlough) on 30th September, you may be considering the next steps to take with any employees that are currently furloughed.

As the support winds down you will need to think carefully about whether to:

  • bring your employees back to work on their agreed terms and conditions
  • consult with them and agree any necessary changes to their terms and conditions
  • consider bringing their employment to an end by means of redundancy

It is important to note that a claim cannot be made under the CJRS for any period during which an employee is serving a contractual or statutory notice period, whether this is due to redundancy, resignation, retirement or any other reason.

Final claims for CJRS payments must be submitted by 14th October for the period up to and including 30th September.

Redundancies, variations to contracts and managing a return to the workplace can all be tricky to navigate. If you’re concerned about your next steps and how to best manage your employees as the eligibility to government assistance disappears, contact us at Totally HR and we will help you to work through your options and decide the best way forward for your business.

Photo by Tim Mossholder on Unsplash