HMRC`s guidelines describe that CJRS employees, who have been on the salary list since 30 October this year, will cover by any type of contract, including: the government has extended the coronavirus (COVID-19) Job Retention Scheme until 31 March 2021. The Coronavirus Job Retention Scheme Furlough Leave Agreement (available here) and this Flexible Furlough Agreement letter have been updated and can now be used for the new Advanced Coronavirus Scheme (Furlough) Scheme announced by the Chancellor on 5 November 2020. Employers can postpone an agreement until November 1, provided the agreement is in effect on Friday, November 13, 2020 or until Friday, November 13, 2020. A letter to employers explaining the terms of a dismissal agreement to employees put on leave for the first time. OpenDocument Text (ODT) format. Update: Until March 31, 1, 2021, all employees can be transferred to Furlough, whether they have been laid off or not, provided they are on their employer`s payroll until October 30, 2020. Where possible, employers who have employees who are no longer needed to provide on-site service (for example. B restaurants, leisure facilities, bars) when the site is closed, have requested that volunteers be admitted to the Coronavirus Job Retention scheme and when returning to work is possible. They received a very positive reception and a large number of workers accepted the change of release in order to maintain their jobs. It is important to find out the situation of an employee and the family, for example.B. Be careful so that you know whether or not the employee can return and, if so, whether working at home or on site is more appropriate. A worker currently on leave can switch to another statutory leave, for example.
B maternity leave. Inform your employees with this letter to employees of your intention to change their status to furloughed. To access the government`s coronavirus job retention system, employers must label affected employees as « laid-off workers » and inform them of this change. The modification of the Staff Regulations remains subject to the labour law in force and may require the authorization of the worker. . . .