The End Of Furlough

27th September, 2021 under Employment Law by Anna Harbinson

The Coronavirus Job Retention Scheme, more commonly referred to as the Furlough Scheme, was introduced during the pandemic to provide economic support to employers and employees, with a view to ‘saving jobs’ where COVID had caused a downturn in demand.

The scheme was initially due to end in October 2020 but has been extended on a number of occasions to reflect the ongoing impact of the pandemic on the economy. However, with lockdown restrictions easing and ‘work from home’ guidance at an end, the scheme will now come to a close on 30 September 2021 (and at the time of writing there are no rumours of further extensions).

Hopefully, the scheme will have served its purpose by removing the wage bill strain from employers hit hard by the pandemic. Now the economy is reopening, businesses will be able to bring their staff back to work.

As employees return to the workplace, this may raise issues surrounding hybrid and flexible working, health and safety concerns and changes to terms and conditions, to name but a few. If you have any questions or concerns about your own return to the workplace, then please do not hesitate to contact us.

Unfortunately, despite the aims of the scheme, some people may not return to work at the end of furlough. If this is the case and you would like advice in relation to the termination of your employment (through redundancy or for another reason), or you have been offered a Settlement Agreement to bring your employment to an end, then we can advise you.

If you have any questions regarding the end of furlough, or any other area of employment law, then our employment team can help. Here at Beecham Peacock we have a trusted relationship with some of the largest trade unions in the country to protect your working rights. For further information call us on 0191 232 3048 or email enquire@beechampeacock.co.uk.

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