Today employers have to start contributing 10% of the furlough pay to staff, with the Government picking up the other 70%. In October that will be 20% from the employer and 60% from the Government. Employers already have to pay for the NI and pensions contributions.
It seems unlikely at this stage that there will be any extension to the furlough scheme or anything to replace it, so employers will need to consider what to do next.
Bring staff back from furlough
If you are able to bring staff back to work, you may find that some of them are reluctant to return, and good communication at an early stage is going to be essential. You need to tease out any issues staff may have about returning in good time, so that you can work towards resolving them.
The key issue is that you need to ensure your workplaces are safe, if you want staff to come back to work rather work from home. You should read carefully the HSE guidance and take reasonable steps to implement appropriate procedures, etc. You should let staff know what you are doing with a view to reassuring them about workplace safety.
If some employees are reluctant to return, you should talk to them and find out what the issue is. It may be that they have a health condition making them particular vulnerable, or that they live with someone who is vulnerable and they are worried about bringing COVID into their home. It may be that they are suffering from a mental health condition which could have been exacerbated by the current and ongoing situation with COVID.
There is no simple solution to these issues, and they will all depend on their own particular circumstances. Generally, we would advise you to be wary of being too heavy-handed in most cases. It is unlikely to be appropriate to discipline someone for failure to return to work in most instances, but that certainly should not be ruled out completely. You could consider alternative ways of working – seeing if home-working would be manageable, for instance – or allowing someone an extended period of unpaid leave.
Reducing staffing levels
You may not have capacity to bring all your staff back and may need to look at reducing staffing levels to bring them in line with a reduced workload. Consultation with staff will be vital. You may find that some of them would be prepared to reduce their working hours, or some may even choose to resign if they do not want to return. If you are considering redundancies, you may find some staff volunteer to be made redundant.
If you need to make redundancies, you need to make sure you plan well and allow enough time to follow a reasonable process – see last month’s newsletter for more detail.
If you need any assistance, please do not hesitate to contact us for support. |