With the Coronavirus Job Retention Scheme (“Furlough Scheme”) coming to an end in October, children returning to school this month and the Government’s new “rule of six” imposing stricter social measures in order to keep businesses open, many employees are now making a return to the workplace. Whilst this is generally a positive development for the economy at large, it will inevitably open up a number of challenges for employers. We consider below some of the key practical considerations for businesses and suggest steps they can take in order to minimise their exposure to legal risks.
A search order, made pursuant to section 7 of the Civil Procedure Act 1997 and CPR Part 25, is one of the most draconian orders the English civil courts can make. No Respondent really wants a search team to enter their premises but because of Covid -19 the search team is even less welcome than usual.
Richard Fox explains the consequences employers can expect to face if they have intentionally or accidentally misused the job retention scheme
Furlough has undoubtedly been a huge success. According to the British Chamber of Commerce, since March the scheme has been used by two thirds of British businesses supporting approximately 9.4 million jobs. Yet at a cost approaching an eye-watering £30 billion to the taxpayer, it is understandable that the Government has confirmed it is now “using every tool and piece of intelligence to prevent, detect and disrupt fraud” in relation to the scheme.
We recognise that the last few months have been testing for many separated parents who have been co-parenting throughout the pandemic – with home schooling and juggling work and child care commitments between two households. With the uncertainty as to whether schools can safely reopen fully, some separated parents may well find themselves disagreeing on whether their child should attend in such circumstances.
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