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Coronavirus: Your workplace questions

Steve Bridger

At this difficult time, we'd like to offer people managers (and others) who are not CIPD Members an opportunity to ask questions about their specific workplace challenges.

We hope that collectively, the Community will feel able to chip in with guidance and signpost support and resources where these exist.

Thank you. 

Parents
  • Hi All,

    I am on a 12 month contract which finishes on 3rd June 2020. I have been on furlough since April but have been told that due to the virus, and the subsequent tailing off of business, my company are unable to renew my contract.

    I have two senior partners and one of them is eager for me to be rehired (possibly on a rolling monthly basis) for the next four months, as per the extended Job Retention Scheme, as it will give me a safety net as I look for other work. However, my other senior partner is cautious (as ever) and is unsure if they are legally able to keep me on and simply put me on furlough until October and then cancel any contract that is in place.

    I am currently trying to provide them with details and evidence that they are not obliged to take me back on, but they are being encourage by the government to keep me in employment, rather than becoming another Universal Credit statistic. Does anyone have any links or advice that I can send on to them to help my case please?

    Many thanks in advance.
  • in reply to Paul
    I have this situation for one of our employees and will allow the fixed term contract to end mid month and will then switch the person to a zero hours contract. They will still be eligible for furlough pay as it is based on Feb pay, but won’t accrue holiday entitlement as they have no contracted hours plus the break in service of more than a week removes entitlements that come with 2 years service plus reducing their notice period to a week. At the end of the scheme it’s easy to end the arrangement plus everyone is clear as to the reasons in the first place.
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  • in reply to Paul
    I have this situation for one of our employees and will allow the fixed term contract to end mid month and will then switch the person to a zero hours contract. They will still be eligible for furlough pay as it is based on Feb pay, but won’t accrue holiday entitlement as they have no contracted hours plus the break in service of more than a week removes entitlements that come with 2 years service plus reducing their notice period to a week. At the end of the scheme it’s easy to end the arrangement plus everyone is clear as to the reasons in the first place.
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