The payroll and HR landscape has changed almost beyond recognition in recent months. Following the easing of the lockdown, your workers will inevitably have many questions and requests that you will need to deal with, balancing your employees’ demands with the needs of your business.
Practical Employment Law Considerations For Returning to Work
Managing employee numbers
Large volumes of employees returning to a shared workplace (especially if public transport is used) represents a huge risk for the spreading and contracting of coronavirus so the phased return approach has been introduced. Only those whose roles require them to be in the office/workplace will return first, with others who can remote work being asked to continue to do so.
Deciding which employees are essential to restarting workplace activities is likely to be difficult. Some employees may be very keen to return, and others less so possibly because of the ongoing risk of coronavirus and the preference for home working generally.
This is the time to consider your company’s plan as each business will be different. It has been suggested that you could consider staggering the introduction of employees to the office by splitting teams across functional lines who attend the office at different times. Working from home is likely to continue for some time to come and may become a permanent feature.
Furlough – continuation and return to work
The CJRS scheme will initially run until the end of June.
Our payroll team can help you furlough employees in compliance with the new legislation and apply for funding for CJRS via HM Revenue & Customs (HMRC) and manage your return to work payroll requirements
