Authors
kathryn clapp

Kathryn Clapp

Senior professional support lawyer

Read More
Shireen Shaikh

Shireen Shaikh

Senior professional support lawyer

Read More
Authors
kathryn clapp

Kathryn Clapp

Senior professional support lawyer

Read More
Shireen Shaikh

Shireen Shaikh

Senior professional support lawyer

Read More

16 September 2020

Law at Work - September 2020 – 5 of 5 Insights

Employment hot topics

  • QUICK READ

Government launches KickStart scheme

The government has set up a Kickstart Scheme, making funding available for employers (of any size or type) to help provide jobs for 16-24 year olds. Key points to note:

  • The funding offer is to pay the national minimum wage for a placement of 25 hours a week (this can be topped up by the employer) for 6 months.
  • The job must be newly created and should not require extensive training before the person can be taken on; the placement is not the same as an apprenticeship but may later turn into one.
  • Any employer can apply for funding under the scheme, but if fewer than 30 placements are on offer at that workplace, the employer must join forces with another employer or employers and make a group application.
  • Once a placement has been completed, a 'successor' can be appointed to the placement, i.e. a rotating 6 month placement.
  • The scheme applies to England, Scotland and Wales.

Here is a link to the government guidance on Kickstart.

ACAS process maps

ACAS has produced process maps. The "Returning to the workplace process map" is designed for employers who are preparing for a return to the workplace, including a process for ensuring the workplace is Covid-19 Secure and also a People Strategy to take into account those who are vulnerable, how to deal with annual leave and ending furlough. The "Varying an employment contract" process map is for employers who are considering making changes to employee contracts and/or terms and conditions and the "Redundancy process map" takes employers through the process of making redundancies, and options and alternatives to making redundancies.

Updated HR1 form to complete where collective redundancies are contemplated

When employers are contemplating dismissing 20 or more staff in a single establishment there is a requirement for them to carry out carry out collective redundancy consultation and notify the Secretary of State on Form HR1. Failure to comply with the statutory notification requirements without good cause may result in prosecution and a fine, on summary conviction, for the company and/or officers of the company. Last month the government issued an updated Form HR1 with guidance attached explaining the obligation to notify the Redundancy Payments Service about contemplated redundancies.

Taylor Wessing Be-hive webinar: Flexible working in a post-COVID world

Our next webinar is on 24 September. In this session we will explore some of the key challenges faced by employers when managing staff back to work, as well as the issues that more permanent home-working arrangements may bring, including managing health and safety issues, flexible working requests and the need to update contractual terms and policies. We will look to address some of the key issues as well as responding live to your questions. If you would like to attend please register here.

In this series

Employment, pensions & mobility

Contemplating redundancies as furlough scheme ends

QUICK READ

by Helen Farr, Shireen Shaikh

Employment, pensions & mobility

Does an employer’s duty of care extend to commuting?

QUICK READ

by Helen Farr

Employment, pensions & mobility

Employment hot topics

September 2020

QUICK READ

by Kathryn Clapp, Shireen Shaikh

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