Coronavirus

We have been supporting businesses throughout the Coronavirus Pandemic and no one can deny what a difficult time it has been for everyone during this time, we have supported so many individuals and ensured that the guidance we have used has been from official sources.

This section includes all the documentation you may require whilst we are navigating through the Coronavirus Pandemic.

This will include Furloughing your Employees, Key Worker Documentation, Annual Leave, Redundancy due to Coronavirus, Keeping your Employee’s safe when working from home and returning back to work, Employee Wellbeing, documentation for Government Schemes such as Kickstart.

Should you find there is anything else you need please do not hesitate to contact a member of the HR and You Ltd team, we are as always happy to assist you. 

Please be aware that all documents or templates purchased are strictly non-refundable, the documents are sold for your own usage and not for commercial resale. 

Coronavirus Tool Kits

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A FREE Guide to Homeworking and Risk-Assessments

A FREE Guide to Homeworking and Risk-Assessments

As an Employer you have a duty of care for your Employees, this is regardless of whether they work in an office, at home or are site based, you have a responsibility to carry out a risk assessment to check aspects of their workplace and other factors.

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Advisory Letter Regarding Self-Isolation Rules and Obligations

Advisory Letter Regarding Self-Isolation Rules and Obligations

Employees have a duty under health and safety legislation to take reasonable care for their health and safety and that of anyone who may be affected by their acts or omissions while at work.  This would extend to a duty not to attend the workplace where an Employee is required to self-isolate due to coronavirus.

Employees must also co-operate with their Employer so far as is necessary to enable compliance with any statutory duty or requirement relating to health and safety.  The following template letter can be sent to staff, or the wording incorporated into any communication reminding Employees not to attend the workplace where they are required to self-isolate due to coronavirus.

They may work from home where they are well enough to do so.

In England, The Health Protection (Coronavirus, Restrictions) (Self-Isolation) (England) Regulations 2020 provide that an employer that knows an Employee/worker (including an agency worker) has tested positive for coronavirus (COVID-19), or has been instructed by NHS Test and Trace to self-isolate due to having been in close contact with someone who has tested positive; or who is required to quarantine on return from a non-exempt country abroad, must ensure that the Employee/worker does not attend the workplace (the Employee/worker may work from home during the self-isolation period).

Allowing an Employee to attend the workplace in this circumstance, where the Employer is aware the worker is required to self-isolate, may be punishable by a fixed penalty notice, starting at £1,000 for a first offence.

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Annual Leave During Furlough

Notice Requiring Employee to Take Annual Leave During Furlough

This template letter can be used to nominate specified dates on which an Employee is required to take annual leave during furlough or the unworked period of flexible furlough.

Employers may require this in order to avoid Employees carrying over a large amount of annual leave to the next leave year or requesting to take annual leave during worked periods when it would be operationally difficult for the Employer to accommodate this.

To instigate this provision, the Employer must give the employee advance notice that is at least double the length of the period of annual leave that the Employee is to take (for example a minimum of 2 weeks’ notice must be given where the employee is required to take a week’s annual leave).

The Coronavirus Job Retention Scheme (CJRS) grant can be used towards holiday pay for furloughed Employees, hence the financial advantage to the employer of Employees taking annual leave during furlough.

However, Government guidance states that Employees should not be placed on furlough for a period simply because they are on holiday for that period. Doing so is likely to be an abuse of the CJRS.

 

Where Employees are on full furlough, so that Employers are not concerned with the timing of the holiday provided this is taken within the furlough period rather than on any return to work, Employers may prefer to ask Employees to submit holiday requests for their requested holiday dates to be taken during furlough.

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Ballot Form for Election of Employee Representatives

Ballot Form for Election of Employee Representatives

 

This document is to be used to elect representatives during a collective redundancy process, the document has a ballot form attached and instructions for completion.

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Confirming Return to Work During Coronavirus

Confirming Return to Work During Coronavirus Letter

Employers should ask for and consider Employees’ views about returning to work and should (if applicable) consult with any recognised trade union/Employee representatives or health and safety representatives on a planned return to work; taking into account individual Employees’ circumstances.

The following template letter can be used following a consultation regarding the return to work to confirm the Employee’s return to work start date and arrangements.

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Confirming Return to Work During Coronavirus Letter

Confirming Return to Work During Coronavirus Letter

Employers should ask for and consider Employees’ views about returning to work and should (if applicable) consult with any recognised trade union/Employee representatives or health and safety representatives on a planned return to work; taking into account individual Employees’ circumstances.

The following template letter can be used following consultation regarding the return to work to confirm the Employee’s return to work start date and arrangements.

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Covid-19 Returning to work Safely

Download and read our useful free guide, as more people return to the workplace, we want to help you take the necessary precautions in your workplace and ensure that your Employees feel safe and secure in their return.

 

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Covid-secure Risk Assessments – a checklist for Employers

All Employers must complete a Risk Assessment yo ensure workplaces are now Covid secure, here you can download a handy checklist for to help you carry out a COVID-Secure risk assessment prior to reopening.

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Deferring a job offer during Coronavirus

Deferring a job offer during Coronavirus

During the Coronavirus Pandemic you may recruit Employees, as such we would advise you do so by setting realistic expectations with candidates, you should only ever provide a ‘Conditional Offer of Employment’ in any circumstance.  This letter provides you with the right to defer a role due to Coronavirus.

Under health and safety legislation as an Employer, you are under a general duty to ensure, so far as is reasonably practicable, the health, safety & welfare at work of your Employees.

This includes a duty to ensure so far as reasonably practicable that your Employees and others at the workplace are at no greater risk of contracting coronavirus when attending work than outside the workplace.

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Employer Responsibilities During Coronavirus 

Employer Responsibilities During Coronavirus

As an Employer you have responsibilities to keep your Employees safe in the workplace, you can find out how you can eliminate the risks during the Coronavirus pandemic and keep your Employees safe using our handy factsheet.

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First Redundancy Consultation Coronavirus

This template letter may be used in a situation where as an Employer have decided it is necessary to implement redundancies due to the impact of the coronavirus pandemic.

You can find our 2nd template Redundancy Consultation letter that may be used for the next stage of the redundancy consultation process.  You can also find alternative letters for use when making short-serving employees redundant, these are all included in our toolkit, you may also find others in our redundancy toolkit area.

It is imperative to note that all Employees with at least 2 years’ service,  (1 years service in NI), require a fair redundancy dismissal, that Employers consult with Employees prior to dismissal for redundancy.

If you need any assistance prior to purchase please contact a member of the HR and You team.

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First Redundancy Consultation Letter Where Redundancy may be necessary due to Coronavirus

This template letter may be used where the employer has decided it is necessary to implement redundancies due to the impact of the coronavirus pandemic.  We would advise that you also read our factsheet: Redundancy.

If you wish to or are able to explore alternatives to redundancy prior to commencing a redundancy consultation process (rather than during the redundancy process itself), please refer to our template letters: Letter Seeking Agreement to a Lay Off or Short-Time Working and Letter Seeking Agreement to Reduce Pay to avoid Redundancies and our factsheet: Considering Alternatives to Redundancy.

Where employees have not yet been placed on furlough, are eligible for the Coronavirus Job Retention Scheme and placing them on furlough may avoid redundancies, please see our factsheet on Furlough and our template Letter To Employee Assigning them to Furlough.

For employees with at least 2 years’ service, or 1 year’s service in Northern Ireland, it is a requirement of a fair redundancy dismissal that employers consult with employees prior to dismissal for redundancy. Part of this consultation should include a consideration of alternatives to redundancy where these may avoid the redundancy.

Our template Second Redundancy Consultation letter may be used for the next stage of the redundancy consultation process.

Amended letters are available for use when making short-serving employees redundant.

There is no requirement to enhance payments for those taking voluntary redundancy, though you may wish to do so.  If you already operate an enhanced voluntary redundancy scheme you may wish to refer to this – or state that, in the circumstances, you are unable to offer this.

If proposing to make 20 or more employees redundant please see our factsheet: Collective Consultation on Redundancy.

In relation to any cashflow difficulties you may experience making redundancy payments now, there is an existing scheme providing for advance funding in some cases.  Further details may be found here: https://www.gov.uk/staff-redundant/redundancy-pay.

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Flexible Furlough Agreement

Flexible Furlough Agreement

The Coronavirus Job Retention Scheme (otherwise known as the ‘furlough scheme’) has been extended until 30 September 2021. Please refer to our factsheet on Flexible Furlough and the Coronavirus Job Retention Scheme (CJRS) for further guidance.

This template letter can be used to place an employee on flexible furlough under the CJRS.

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Formal Redundancy Notice Coronavirus

This letter can be used to serve notice of termination to an Employee due to Coronavirus, the Employer should be aware that, where it makes a payment in lieu of notice and there is no contractual right to do so, there is a risk that it may not be entitled to enforce any restrictive covenants that are contained in the employee’s contract of employment.

Use this letter once you have completed the redundancy process, should you need any assistance prior to starting the redundancy process please contact a member of the HR and You team.

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Formal Redundancy Termination Notice - Due to Coronavirus 

Formal Redundancy Termination Notice – Due to Coronavirus

This letter can be used to serve notice of termination to an Employee due to Coronavirus, the Employer should be aware that, where it makes a payment in lieu of notice and there is no contractual right to do so, there is a risk that it may not be entitled to enforce any restrictive covenants that are contained in the employee’s contract of employment.

Please note that it is no longer possible for notice to run alongside furlough (and to claim from the Coronavirus Job Retention Scheme in relation to notice pay). This is the case regardless of the reason for termination of employment.  Where an employee is on furlough, they will need to be taken off furlough for their notice period, where the employee is required to work out their notice period.

You can find more redundancy documents in our toolkit under Coronavirus and in the redundancy section, if you need and assistance please contact a member of the HR and You team.

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Furloughing Policy

Furloughing Policy

This furloughing Policy can be issued or used within your workplace during the Coronavirus Pandemic.

You can add the policy to your Employee Handbook or use it as a stand-alone policy.

The Policy is a template and in word format, due to the ever-changing CJRS scheme, you will need to check the scheme rules for applicable dates at the time of issue.

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Government Sector Guidelines – Working Safely During Coronavirus

The government has published separate guides covering different types of work, we bring you a FREE guide to help and guide you during the Coronavirus Pandemic.

The guides set out the step’s Employers can put in place for meeting their health and safety obligations in the workplace during the coronavirus pandemic and for meeting their health and safety obligations towards visitors and customers, we have detailed some of the industries that are covered but not all.

This is an ever-changing area and one that the Government keeps regularly updated on the Gov.uk website.

The following sector guidance is applicable during periods when the businesses to which it applies are legally permitted to open:

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Imposing a Lay-Off or Short Time Working (Exercise of a specific contractual power)

Letter Imposing a Lay-Off or Short Time Working (Exercise of a specific contractual power)

This template letter can be used where the Employer has a contractual right to impose a period of lay off or short-time working in order to provide a temporary solution where there is a period of downturn in work.  Where the work situation does not improve.

The employer may need to consider implementing a redundancy programme, if this is the case refer to our toolkit for further documents.

If you require any support with Lay-Off and restructuring speak to a member of the HR and You team.

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Key worker work related travel

Coronavirus controls:  Key worker work related travel, this letter can be issued where you have Employees who work in the critical sector.

Under health and safety legislation as an Employer, you are under a general duty to ensure, so far as is reasonably practicable, the health, safety & welfare at work of your Employees.

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Letter for Consultation on a Return to Work during Coronavirus

Letter to an Employee to Consult on a Return to Work during Coronavirus

Employers should ask for and consider Employees’ views about returning to work and should (if applicable) consult with any recognised trade union/Employee representatives or health and safety representatives on a planned return to work.

The following template letter can be used as part of the planning process for the return of Employees to their workplace

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Letter Informing an Employee that the Business is Possibly Relocating Premises

Letter Informing an Employee that the Business is Possibly Relocating Premises

You can use this letter when an Employer is relocating business premises, to do so you must meet with the individual, refer where you have a relevant clause added to a contract of employment (mobility clause) as this will afford the Employer the right to refuse the option to terminate employment due to redundancy.

 

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Letter Regarding Carry Over of Annual Leave

Letter Regarding Carry Over of Annual Leave

This template letter can be used to confirm the employer’s position in respect of carryover of annual leave.  In relation to the additional 1.6 weeks’ statutory annual leave and any additional contractual leave entitlement, the Employer can have a policy in place which confirms whether carry over of this annual leave is permissible.

However, it should be noted that case law and new emergency legislation passed due to the coronavirus pandemic has determined that there are particular circumstances where an Employer should allow Employees/workers to carry forward unused statutory leave into another leave year, regardless of the Employer’s policy.

The circumstances in which an Employer should permit an Employee/worker to carry forward their statutory annual leave are:

  • Where an Employee/worker was been unable to take the leave because they are absent from work on parental leave; or
  • Where an Employee/ worker is on long term sickness absence and unable to take their leave. Should this apply, they can carry forward a maximum of 4 weeks’ leave but the leave must be taken within 18 months; or
  • Under the Working Time (Coronavirus) Amendment Regulations 2020, in respect of the 4 week basic statutory annual leave entitlement, where it has not been reasonably practicable for the individual to take all of this in the leave year to which it relates due to circumstances related to the coronavirus pandemic.
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Letter requiring a Laid off Employee to return to normal working

Letter requiring a Laid off Employee to return to normal working

This letter can be issued following a period of lay-off and informs the Employee they are to return to the workplace and they are no longer to be on Lay-Off.

This letter is not to be issued to Employees returning from furloughed leave, should you require a return to work letter you can find a template in  our Toolkit to use.

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Letter to an Employee to Consult on a Return to Work during Coronavirus

Letter to an Employee to Consult on a Return to Work during Coronavirus

As an Employer you should ask for and consider Employees’ views about returning to work and should (if applicable) consult with any recognised trade union/Employee representatives or health and safety representatives on a planned return to work.

The following template letter can be used as part of the planning process for the return of Employees to their workplace.

 

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Letter to Confirm Key Worker Status Education Setting

Letter to Confirm Key Worker Status Education Setting

This letter can be issued to Employees where their role is critical to the Coronavirus response. In light of the Government guidance (https://www.gov.uk/government/publications/coronavirus-covid-19-maintaining-educational-provision/guidance-for-schools-colleges-and-local-authorities-on-maintaining-educational-provision)

Should you require a version not for an education setting please visit our toolkit for other workers.

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Letter to Employee Placing them on Full Furlough

Letter to Employee Placing them on Full Furlough

This letter can be used to place an Employee on full furlough in accordance with the Coronavirus Job Retention Scheme (CJRS).

The Coronavirus Job Retention Scheme (otherwise known as the ‘furlough scheme’) has been extended across the UK until 30 September 2021.

This letter can be used where the previous furlough agreement has already expired, such that a new agreement is required to place the Employee on full furlough (if not using the template Letter to Employee to Extend Furlough); or for Employees who have not previously been furloughed. It is only possible to backdate the furlough agreement where the retrospective furlough agreement has been put in place by the end of 13 November 2020.

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Letter to Employee to Extend Furlough Leave

Letter to Employee to Extend Furlough Leave

The Coronavirus Job Retention Scheme (otherwise known as the ‘furlough scheme’) has been extended across the UK until 30 September 2021.

Where the Employee has been furloughed and you now wish to extend their period of furlough, you will need to obtain your Employee’s consent to this.

It is recommended that you contact the Employee by telephone or arrange a virtual meeting with them to notify the Employee of the proposal to extend their furlough in the first instance, and confirm this in writing, as below.

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Letter to Employees Setting Out Coronavirus Control Measures in the Workplace

Letter to Employees Setting Out Coronavirus Control Measures in the Workplace

This letter acts as guidance to your Employees and follows the Government’s 14 sector guides to ‘Working Safely During Coronavirus (COVID-19’).

Employees should continue to work from home where this is possible. The Government recognises that many jobs cannot be done from home and that certain jobs require people to attend their workplace.

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Letter to Obtain Consent for Coronavirus Testing

Letter to Obtain Consent for Coronavirus Testing

This template letter may be used for obtaining employees’ consent to be referred for testing via the government online portal or for testing via a testing kit.

Under health and safety legislation employers are under a general duty to ensure, so far as is reasonably practicable, the health, safety and welfare at work of their employees. This includes a duty to ensure so far as reasonably practicable that their employees and others at the workplace are at no greater risk of contracting coronavirus when attending work than outside the workplace. To reduce the risk of transmission of coronavirus and so that workers may return to their workplace sooner where they test negative but would otherwise be required to self-isolate for a minimum period in accordance with public health advice, the government has extended the category of individuals that are being offered testing for coronavirus.

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Managing Holiday Entitlement During CORONAVIRUS

We have produced a FREE guide that you can use to manage holiday entitlements during the Coronavirus Pandemic and at any other time.

It is worth noting that in view of the Pandemic the government has introduced a new law, this affords Employees to carry over up to 4 weeks’ paid holiday into their next 2 holiday leave years, the outstanding 1.6 weeks cannot be carried over, the guide details this as well as furloughing and other areas to consider.

 

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Managing Holiday Entitlement During COVID

Under normal circumstances, Employees should use their paid statutory holiday entitlement in the current leave year. The statutory entitlement id 28 days (5.6 weeks) for a full-time Employee.

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Notice to Extend Furlough Leave

Notice to Extend Furlough Leave Letter

The Coronavirus Job Retention Scheme (otherwise known as the ‘furlough scheme’) has been extended across the UK until 30 September 2021.

 

Where the Employee has been furloughed and you now wish to extend their period of furlough, you will need to obtain your Employee’s consent to this.

 

It is recommended that you contact the Employee by telephone or arrange a virtual meeting with them to notify the Employee of the proposal to extend their furlough in the first instance, and confirm this in writing.

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Notice to Take Annual Leave During Furlough

This template letter can be used to nominate specified dates on which an Employee is required to take annual leave during furlough or the unworked period of flexible furlough.

Employers may require this in order to avoid Employees carrying over a large amount of annual leave to the next leave year or requesting to take annual leave during worked periods when it would be operationally difficult for the employer to accommodate this.

To instigate this provision, the Employer must give the employee advance notice that is at least double the length of the period of annual leave that the Employee is to take (for example a minimum of 2 weeks’ notice must be given where the Employee is required to take a week’s annual leave).

 

The Coronavirus Job Retention Scheme (CJRS) grant can be used towards holiday pay for furloughed Employees, hence the financial advantage to the Employer of Employees taking annual leave during furlough.

However, Government guidance states that Employees should not be placed on furlough for a period simply because they are on holiday for that period. Doing so is likely to be an abuse of the CJRS.

 

Where Employees are on full furlough, so that Employers are not concerned with the timing of holiday provided this is taken within the furlough period rather than on any return to work, employers may prefer to ask Employees to submit holiday requests for their requested holiday dates to be taken during furlough.

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Offer of a Kickstart placement

Offer of a Kickstart Placement

This Agreement is for use where the individual undertaking the placement is a worker – and hence is entitled to receive the National Minimum Wage and certain other statutory rights such as paid annual leave – but is not an Employee If the individual is an Employee, they should be given a Contract of Employment.

This is a comprehensive document and contains all the relevant content you need to remain legally compliant.

Under the requirements of the Kickstart Scheme, the placement must last for at least 6 months, for a minimum 25 hours per week and must be paid at least at the National Minimum Wage rate.

Please also note that you should enclose a completed Employee Data Privacy Notice with this letter, which is available in our toolkit, you Cn find that in the recruitment section or here in Coronavirus too.

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Redundancy Confirmation of Termination on Notice Coronavirus Short Serving Employees

The employer should be aware that, where it makes a payment in lieu of notice and there is no contractual right to do so, there is a risk that it may not be entitled to enforce any restrictive covenants that are contained in the Employee’s contract of employment.

Please also note that in most circumstances it is unlawful for an employer to deduct wages from an employee unless the employee has given their written consent to this in advance, or there is a relevant provision in their written contract of employment permitting this.  The Employer can only deduct overpaid holiday pay on termination of employment if there is express provision for this in the written contract of employment or a provision which is contained in a “relevant agreement”.

This letter is designed to be sent after you have held at least one consultation meeting with the Employee prior to reaching the decision to dismiss.

This would generally be good practice (and would be our advice) even if the ACAS Code of Practice on Disciplinary and Grievance Procedures does not apply to redundancy dismissals and may be a contractual requirement.

See our factsheet: Dismissing short-serving employees for further details.  If you choose to dispense with a meeting you will need to amend this letter accordingly.  We would strongly advise that you still offer the employee the right of appeal.

Please note that it is no longer possible for notice to run alongside furlough (and to claim from the Coronavirus Job Retention Scheme in relation to notice pay).

This is the case regardless of the reason for termination of employment.  Where an employee is on furlough, they will need to be taken off furlough for their notice period, where the employee is required to work out their notice period.

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Redundancy First Redundancy Consultation due to Coronavirus not a Stand Alone Role

This template letter may be used where the employer has decided it is necessary to implement redundancies due to the impact of the coronavirus pandemic.  We would advise that you also read our factsheet: Redundancy.  If you wish to or are able to explore alternatives to redundancy prior to commencing a redundancy consultation process (rather than during the redundancy process itself), please refer to our template letters: Letter Seeking Agreement to a Lay Off or Short-Time Working and Letter Seeking Agreement to Reduce Pay to avoid Redundancies and our factsheet: Considering Alternatives to Redundancy. Where employees have not yet been placed on furlough, are eligible for the Coronavirus Job Retention Scheme and placing them on furlough may avoid redundancies, please see our factsheet on Furlough and our template Letter To Employee Assigning them to Furlough.

For employees with at least 2 years’ service, or 1 year’s service in Northern Ireland, it is a requirement of a fair redundancy dismissal that employers consult with employees prior to dismissal for redundancy. Part of this consultation should include a consideration of alternatives to redundancy where these may avoid the redundancy.

Our template Second Redundancy Consultation letter may be used for the next stage of the redundancy consultation process.

Amended letters are available for use when making short-serving employees redundant.

There is no requirement to enhance payments for those taking voluntary redundancy, though you may wish to do so.  If you already operate an enhanced voluntary redundancy scheme you may wish to refer to this – or state that, in the circumstances, you are unable to offer this.

If proposing to make 20 or more employees redundant please see our factsheet: Collective Consultation on Redundancy.

In relation to any cashflow difficulties you may experience making redundancy payments now, there is an existing scheme providing for advance funding in some cases.  Further details may be found here: https://www.gov.uk/staff-redundant/redundancy-pay.

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Redundancy First Redundancy Consultation for Stand Alone Role Coronavirus Letter

This template letter may be used where the employer has decided it is necessary to considering making redundant a standalone role due to the impact of the coronavirus pandemic. Where it is not clear that the Employee is genuinely in a standalone (unique) role, for example, where other Employees are carrying out similar roles, with significant overlap in Employee duties, you should use a wider pool to reduce the risk of a tribunal finding that the redundancy dismissal is unfair where the Employee has a least 2 year’s service (or 1 year’s service in Northern Ireland).

We would advise that you also read our factsheet: Redundancy.  If you wish to or are able to explore alternatives to redundancy prior to commencing a redundancy consultation process (rather than during the redundancy process itself), please refer to our template letters: Letter Seeking Agreement to a Lay Off or Short-Time Working and Letter Seeking Agreement to Reduce Pay to avoid Redundancies and our factsheet: Considering Alternatives to Redundancy.

For Employees with at least 2 years’ service, or 1 year’s service in Northern Ireland, it is a requirement of a fair redundancy dismissal that employers consult with Employees prior to dismissal for redundancy.

Part of this consultation should include a consideration of alternatives to redundancy where these may avoid the redundancy.

Our template “Second Redundancy Consultation Letter Where Redundancy of a Standalone Role May be Necessary Due to Coronavirus” may be used for the next stage of the redundancy consultation process.

Our general template “First Redundancy Consultation Letter – Coronavirus” should be used where the Employer needs to consider making a redundancy or a number of redundancies due to coronavirus from amongst a pool of employees doing the same or similar roles, rather than the redundancy of a single standalone role.

Template letters are available for use when making short-serving Employees redundant (i.e. those with less than 2 years’ service, or 1 year’s service in Northern Ireland).

There is no requirement to enhance payments for those taking voluntary redundancy, though you may wish to do so.  If you already operate an enhanced voluntary redundancy scheme you may wish to refer to this – or state that, in the circumstances, you are unable to offer this.

If proposing to make 20 or more Employees redundant please see our factsheet: Collective Consultation on Redundancy.

In relation to any cashflow difficulties you may experience making redundancy payments now, there is an existing scheme providing for advance funding in some cases.  Further details may be found here: https://www.gov.uk/staff-redundant/redundancy-pay.

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Refusal to Furlough Letter

Refusal to Furlough Letter

This letter is suitable to use for Employees who are leaving or have left and are wishing to be placed on the furlough scheme as a result.

EXISTING EMPLOYEE WHO CONTINUES IN EMPLOYMENT BUT IS NOT ON NOTICE – EMPLOYER DOES NOT AGREE TO FURLOUGH – if the employee is not eligible, such as where there is work for them to do.

**Use instead Letter to an existing employee confirming they are not eligible for furlough leave, you can find this letter in our Toolkit under Coronavirus.

 

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Relocation of business premises

Relocation of business premises

You can use this letter when an Employer is relocating business premises, to do so you must meet with the individual, refer where you have a relevant clause added to a contract of employment (mobility clause) as this will afford the Employer the right to refuse the option to terminate employment due to redundancy.

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Responsibilities as an Employer if caught COVID-19

Our document contains the full closure list and financial implications.

£10.00
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Second Redundancy Consultation Letter

Second Redundancy Consultation Letter- Where a Redundancy may be due to Coronavirus

As part of the redundancy process, an Employer should consult with the Employee/s, this letter can be used to discuss options, alternative employment that may be available, and to inform the Employee that the criteria for selection has been applied.

At this stage, the Employer is not Terminating due to redundancy purely consulting and informing that they have been provisionally selected for redundancy.

Where a criterion has been used the Employer should include that and provide the evidence of the selection matrix as it relates to them.

£65.00
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Secondary Redundancy Consultation for Standalone role – Coronavirus

Secondary Redundancy Consultation for Standalone role – Coronavirus

This template letter may be used where the Employer has decided it is necessary to consider making redundant a standalone role due to the impact of the coronavirus pandemic.

Prior to making a purchase please ensure you have the correct letter, we have a wide range our template “First Redundancy Consultation Letter Where Redundancy of a Standalone Role May be Necessary Due to Coronavirus” may be used for the first stage of the redundancy consultation process prior to using this template letter.

You can use our  “Second Redundancy Consultation Letter – due to Coronavirus” should be used where the employer needs to consider making a redundancy or a number of redundancies due to coronavirus from amongst a pool of employees doing the same or similar roles, rather than the redundancy of a single standalone role.

Template letters are available for use when making short-serving employees redundant (i.e. those with less than 2 years’ service, or 1 year’s service in Northern Ireland).

If you need any support or assistance please contact a member of the HR and You team ahead of making your purchase.

£65.00
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Shielding in England and Wales from April 2021

You can download our FREE guide to advise you of the new rules surrounding shielding.

As of 1 April 2021, in England and Wales, individuals on the shielding list can begin to follow national restrictions alongside the rest of the population, although they are still advised to take extra precautions to keep themselves safe from coronavirus.

 

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Suspension due to Pregnancy Medical Grounds during Coronavirus

Employers must ensure that pregnant Employees, those who are breastfeeding and those who have recently given birth are not required to perform any work that could place their health or safety at risk.

Employers are obliged to carry out risk assessments of the work processes carried out by new, expectant and breastfeeding mothers and of any substances to which they might be exposed, including exposure to biological agents in the workplace, such as coronavirus, which may cause a risk to them (or where pregnant, to their unborn child also).

£55.00
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Suspension Due to Pregnancy on Medical Grounds During Coronavirus

Suspension Due to Pregnancy on Medical Grounds During Coronavirus

Pregnant women can only continue working during the coronavirus pandemic where the risk assessment supports this. Public health/government guidance which categorises pregnant women as ‘clinically vulnerable’ during the pandemic, meaning that they are at higher risk of severe illness from coronavirus, strongly advises pregnant women to follow social distancing measures such as working from home and avoiding public transport wherever possible and this should be taken into account when conducting a risk assessment.

 

Whilst it is possible to withhold full pay from an employee who refuses alternative employment that the Company considers suitable, it is likely to be very risky to do this. Where the employer refuses to pay them for the period of suspension or places them on furlough on reduced pay for this reason whilst the Coronavirus Job Retention Scheme remains in place (rather than topping up their reduced furloughed wages to 100%); or where a risk assessment identifies that a suspension on health and safety grounds is required, they may present a complaint to an employment tribunal.

£75.00
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Tenant to landlord requesting a short-term rent reduction or suspension due to Coronavirus

Commercial Document that can be issued by a tenant to a landlord requesting a short-term rent reduction or suspension due to Coronavirus.

£50.00
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Withdrawing a Conditional offer of Employment due to Coronavirus

Letter Withdrawing a Conditional offer of Employment due to Coronavirus

You can use this letter to withdraw a conditional offer of employment due to Coronavirus. The withdrawal of a binding offer of employment may amount, in law, to a breach of contract and so you may wish to offer a payment equivalent to notice pay to reduce the risk of a claim by the Employee

£45.00
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Workplace Health and Safety Guide

Workplace Health and Safety FREE Guide

As an Employer you must ensure so far as is reasonably practicable, the health, safety, and welfare of your employees at work, including those with disabilities. For those with control over non-domestic premises, these duties are extended to cover people who are not Employees but use your premises.

We have broken down into the 2 areas for you in this guide, the first section covers the Health implications and the second covers Safety.

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