It seems there is a change every day when it comes to the rules and regulations surrounding Coronavirus, from the ending of the furlough scheme, the introduction of the Coronavirus Job Support Scheme, local lockdowns and what can now be a criminal offense.
It is no surprise that employers and employees are left feeling confused about where they stand as well as what they should and should not do. Therefore here is a quick round up of the most important regulations introduced within the last week and how they affect employers and employees:
- The furlough scheme, that helped many retain their jobs, will not be extended further. However, the Chancellor has announced that there will be support for those in ‘genuine ongoing work’.
From the 1st November 2020 employers will have to pay their employees for hours worked, but for hours that are no longer worked, the amount will be split between the Government and the employee.
Employees must work at least a third of their usual hours, which they will be paid for in full by their employer. The Government will pay up to a third of the hours not worked (up to a cap of £697.92 a month) and the employer must also contribute a third. The employee then ‘takes the hit’ on the final third. Employees will therefore be earning a minimum of 77% of their normal wages, unless the Government cap is triggered.
- Regulations 7 and 8 of the Health Protection (Coronavirus, Restrictions)(Self-Isolation)(England) Regulations 2020 have placed a legal obligation on employees to inform their employer that they are self-isolating.
Employers must also not ‘knowingly’ permit a worker to attend a place of work when they are self-isolating. By doing so, an employer is committing an offence and will be fined upwards of £1,000, which it not just limited to the company, but also extends to its directors and managers. The employer must either stop the employee from leaving the house for work, or allow them to work from home.
These regulations also apply to those employees who are required to self-isolate due to being in contact or living with a person who has tested positive.
Employees who are self-isolating will qualify for at least SSP, which the employer can claim from the Government for up to the cost of two weeks Coronavirus-related sick pay.
It is imperative that you know your obligations both as an employer and an employee, if you have any questions please contact us here at Tiger Law and we can help you both understand and implement any changes.