Video: Immigration update for businesses holding sponsor licenses
Over the course of this video Flora and Roisin will chat about: The important duties that lie with the sponsor…
We have created a dedicated hub to support businesses during the COVID pandemic on issues such as furlough, which we update regularly. Given the difficult time many businesses are facing we have made this hub accessible to everyone as part of our social responsibility. The government changes furlough rules regularly and we will note on our hub when our advice is updated. Our dedicated hub can be found here
Do you have any information in relation to furlough?
Yes, we have a dedicated hub which answers a range of questions as a result of the current pandemic including questions around furlough. These questions can be found here.
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FTU1 – Letter for employee who is currently fully furloughed to remain fully furloughed
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FTU2 – Letter placing employee who is currently fully furloughed on flexible furlough
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FTU3 – Letter for employee who is currently on flexible furlough to remain on flexible furlough
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FTU4 – Letter placing previously furloughed employee back onto full furlough
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FTU5 – Letter placing previously furloughed employee back onto flexible furlough
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FTU6 – Letter seeking consent to put an employee who has not previously been furloughed onto full furlough
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FTU7 – Letter seeking consent to put employee who has not previously been furloughed onto flexible furlough
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FT1 – Communication to workforce – impact of Covid-19
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FT3 – Communication to workforce – communication of decision to place staff on furlough leave
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FT5 – Letter to staff who have objected to being placed on furloughed leave
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FT7 – Letter proposing reduction in pay hours etc.
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FT8 – communication to workforce – guidance – script announcing need to change contractual terms
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FT9 – Letter to staff who are being taken off furloughed leave
Insights and Events
March’s Employment Law Digest: Restrictive Covenants – A Key Tool for Protecting Your Business
Whether an employee has resigned in search of better pay or work/life balance or is made redundant as a…
March’s Employment Law Digest – Case law round-up
Religious discrimination and redundancy In the Employment Tribunal (ET) claim of Randall v Trent College Ltd and others: The…
March’s Employment Law Digest: The Spring Cleaning of Immigration Rules
The key changes are summarised below, however the full government explanatory note can also be accessed here. Changes to…
February’s Employment Law Digest – Case law round up
Less favourable treatment because of marriage to a particular man is not marriage discrimination In Ellis v Bacon, the…
February’s Employment Law Digest – Redundancy: Getting it right
Research by ACAS carried out in 2022 showed that 30% of large employers were considering making redundancies in the…
Webinar: Immigration update for businesses holding sponsor licenses
Our very own Immigration experts Flora Mewies & Roisin Patton will be giving…
February’s Employment Law Digest – Key considerations when making visa holders redundant
The simple answer is that yes they can. The fact that an employee needs a visa to carry out…
Video: Practical guidance on making redundancies
Whether in response to difficulties following a challenging financial climate, or a business restructure to improve efficiency, unfortunately most…
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