Markel Law Insights

Retaining staff and customer details for NHS Test and Trace is now mandatory

When are employers required to pay Statutory Sick Pay to employees who are self-isolating due to coronavirus?

Calculating statutory redundancy pay and notice pay for furloughed workers

August 20, 2020 | Hannah Thomas

Face Visors and Type II Face Masks for Close Contact Services

The Government has issued updated guidance on face masks and face coverings to apply in England for those working in close contact services. This includes hairdressers, barbers, beauticians, tattooists, sports and massage therapists, dress fitters, tailors and fashion designers. The guidance also applies to those who provide mobile close contact services from their homes and in other people's homes. Read our blog to find out more.

August 20, 2020 | Hannah Thomas

The Chancellor’s Plan for Jobs

In July, the Chancellor announced a package of measures to support jobs and with the aim of giving businesses the confidence to retain and hire staff. Read our blog to find out more.

August 19, 2020 | Hannah Thomas

Staffing considerations in the event of a local lockdown

Due to the public health requirement to introduce restrictions quickly to contain the spread of the virus, businesses may not have much time to prepare for new local measures before they take effect. For this reason, it is advisable to consider in advance how you will deal with employment issues in the event of local restrictions being introduced in your area. Read our blog to find out more.

August 18, 2020 | Rianda Markram

Data protection – updated ICO guidance

Business owners must remember to consider the rules around data protection when dealing with customers, staff and visitors, especially during this pandemic. The ICO has issued useful guidance for organisations, read our blog to find out more.

July 20, 2020 | Hannah Thomas

Considering alternatives to redundancies

The increased flexibility in the Coronavirus Job Retention Scheme from July, introduced to support the transition back to work, has been a welcome measure for employers where there is reduced work available. Employers looking for greater flexibility to deal with reduced or unpredictable workflow may need to consider further alternatives to avoid redundancy.

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