Workplace Law - June 2020

In this edition of Workplace Law we consider the HMRC’s intention to investigate furlough claims, a recent case involving duties to employees with dyslexia and an update on the Government’s ‘flexi-furlough’ scheme. First, we start with advice for employers considering making redundancies during COVID-19. 

Making redundancies during COVID-19

Here we consider key points for employers to bear in mind when implementing redundancies, particularly in light of altered circumstances as a result of the COVID-19 pandemic.

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Update: Flexi-Furlough

From 1 July 2020, employers can now bring back furloughed employees to work part time whilst still claiming the Coronavirus Job Retention Scheme grant. Flexi-furlough arrangements can apply to a variety of work patterns, including employees working two-three days a week or working only mornings or afternoons.

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Crackdown on furlough fraud

HMRC is seeking legislation to allow it to deal with fraudulent and mistaken claims made under the Coronavirus Job Retention Scheme (‘furlough scheme’). 

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Discrimination against dyslexic employee

An Employment Tribunal has ruled that a dyslexic helpline worker was unfairly dismissed after his employer refused to allow him to move to a role answering queries via a new webchat platform, in Mr J Bulloss v Shelter, The National Campaign for Homeless People Ltd.

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