Having spoken to a number of businesses in recent weeks, we know that many of you are concerned about how you will manage work loads when your offices re-open as most staff will have accrued a significant amount of holiday by the time the current restrictions are eased.
Various professionals in the HR sector are already predicting that the majority of people will be anxious to ensure they have a 'proper' holiday fairly soon after the formal return to office working i.e. September / October, so we have pulled together some ideas on how to plan for and manage this situation going forward that you may find useful:
A number of Employers will have been recruiting or will have recently agreed contracts with new starts.
As we know, most recruitment projects have been postponed until the Autumn (or the next earliest opportunity) as travel has been vastly restricted, the ability to complete any interviews face-to-face has been removed (unless you're open to video conferencing) and it would prove extremely difficult to agree new contracts during this time due to uncertainty.
However, what about those Employers who have already agreed new starts? New Employees that were due to start working for you soon and have already resigned from their previous Employer - what can we do about them?
We have received a number of questions about the Coronavirus Job Retention Scheme or the "80% Scheme" - as it's being referred to.
There have been few details released yet and so we can only offer our opinion at this stage. We will upload guidelines on the scheme as new information is released.
The Coronavirus Job Retention Scheme means that any Employers that: