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Understanding Flexible Furlough

Flexible Furlough

Following the UK Government’s recent announcement regarding the future of the Coronavirus Job Retention Scheme (CJRS), further details have emerged which outline how the furlough scheme will change from 1 July to support the transition back to work.

In a new arrangement known as ‘flexible furlough’, employers can bring furloughed employees back to work for any amount of time and any shift pattern, while still being able to claim under the CJRS for the hours not worked. It is important that employers agree on any new flexible arrangements with the employee and confirm that agreement in writing.

To be eligible for flexible furlough, employees must have been furloughed for a period of at least 3 consecutive weeks between 1 March and 30 June 2020. This may differ if you have an employee returning from statutory parental leave.

The changes to the scheme have been designed to give employers more flexibility during the transition back to work. However, the more complex process means employers should read the details of the UK Government’s guidance to ensure they are successful in accessing the support.

We can assist you in any employment matters including all questions relating to the Coronavirus Job Retention Scheme. Please contact Karl Thomas, Partner and Head of Employment and Dispute Resolution at Loosemores Solicitors via ThomasK@loosemores.co.uk or call 02920 224433.

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