Coronavirus Hub

Although on the facts of this case failure to consider redeployment did not amount to a failure to make reasonable adjustments, the tribunal should have considered the issue of redeployment when deciding the fairness of a dismissal, even though it hadn’t been raised by the claimant.

A tribunal wrongly rejected a claim for automatic unfair dismissal brought by an employee who was dismissed after demanding to be allowed to work from home and be furloughed during the COVID-19 pandemic.

ACAS has updated its coronavirus guidance for employers and employees.

An employee made redundant in the early months of the COVID-19 pandemic was unfairly dismissed because her employer hadn’t considered furloughing her as an alternative to redundancy.

An employee’s furlough pay can be calculated in accordance with the terms agreed upon by the employer and employee through a variation in the employee’s contractual terms. The formula set out in the Treasury Directions governing the Coronavirus Job Retention Scheme (CJRS) was not mandatory for employers to use and did not supersede existing employment law rights and obligations.

An employee dismissed for leaving work and refusing to return because of COVID-19-related concerns was not automatically unfairly dismissed.

An employee with long COVID symptoms was ‘disabled’ for the purposes of the Equality Act 2010.

A complete lack of any consultation or selection process, allied to notifying staff of redundancies via a Facebook post, led to unfair dismissal.

With almost all COVID-19 restrictions lifted or about to be lifted, we look at how employers should approach the return to the office.

The Statutory Sick Pay Rebate Scheme closes for COVID-19-related absences after 17 March 2022.