HR Update: Covid-19: Furlough, Job Support Scheme, Redundancy, Data Protection; Year-End Holidays; Brexit: Right to Work Checks – 14th Oct 2020

[Information edited from various sources including CIPD & Gov.uk E&EO. Please seek professional advice. Information is correct at the time of writing, and subject to change.]

Furlough Ends on 31st October – What’s next?

The Job Retention Scheme closes at the end of October, so now is the time for identifying what the next steps are and consulting with staff.

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Ongoing checks on staff – Right to Work

right to work documents

You may have completed the required right to work checks when you first took on a new employee, and thought that’s where your duty ended for avoiding prosecution for hiring illegal workers. Did you realise that in some cases further checks must to be performed on an ongoing basis? Does your HR policy ensure your company covers the necessaries to avoid heavy fines and, or prosecution?

Immigration, Asylum and Nationality Act 2006:
You are breaking the law if you employ a person who does not have the right to work in the UK.
Under Section 15: An employer not completing the necessary checks can be charged a civil penalty of up to £10,000 for each illegal worker they have hired.
Under section 21:
An employer knowingly employing an illegal worker can face criminal prosecution leading to the possibility of up to 2 years imprisonment and, or an unlimited fine!

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