Handed notice into old job and now new job won't take me on due to Covid19

Rose_Hill12345

Hi there
I have been doing some more research on this discussion. 

You should check out the website for Thomson Snell & Passmore. They are a very reputable firm local to me and their legal advice will be sound. Their website has a coronavirus support page, including a section on "Coronavirus and Employment Law". 

As we've already discussed, there are many reasons why it is not always clear whether there is a binding contract of employment. Look under the section called "Entering Employment" which sets out the different scenarios and explains the options available for each.  Bullet point 3 (headed "where an offer has been made and accepted")is relevant to this discussion. The firm seems to suggest that it is possible to immediately furlough a new employee under the coronavirus job retention scheme.

For anyone who has had a job offer withdrawn due to coronavirus, it is certainly worth a look on that for website for advice. Sorry, I have been unable to post a link to the precise page.

Hope this information helps people.

Jeremy535897

See Calcotti's thread https://forums.moneysavingexpert.com/discussion/6119611/furloughed-workers-please-read#latest

7Phil

virago63 said:

Or do I just need to claim benefit until such time as I can start my new job? There must be so many of us who fall through the standard net of these new schemes and rules. 

The previous posters have offered sound advice.
Some moral support that yes, there will be thousands and thousands between jobs right now that are caught in this mess and I am certain advice will be forthcoming about what your options are. 

Only thing (personal advice): I would request confirmation from your prospective employer about your status in regards to whether you are employed [but stood down], or whether this means that there has been a change to the offer previously agreed. Get this in writing even if you need it to be a verbal conversation first.
This is just to give you some certainty about where you stand legally. Then take it from there.

jordanfield

Hi all. I have just emailed my local MP about this.....

For context, the Coronavirus Job Retention Scheme (Furlough Scheme) is designed to support employers whose operations have been severely affected by Coronavirus (COVID-19). The key policy objective of this Scheme is to enable employers to retain staff who will be needed when they begin to rebuild their businesses in the future.

My wife has been serving her three month notice period with her current employer since January, which runs to 24 April. She has an unconditional contract at another company which is effective from 04 May. However the new employer informed her on Tuesday 24 March that they will have to withdraw her employment contract specifically due to COVID-19 and the upheaval this has caused the business. Coupled with this, my wife's existing employer is upholding her resignation (unsurprising). 

Initially we thought it may be possible for my wife's new employer to take her on under the Furlough Scheme, so that she'll remain in employment at no cost to her new employer (since employers can claim a grant for 80% of furloughed employees’ usual monthly wage costs, up to £2,500 a month). 

However, latest government guidance on the Scheme (as of 26 March) states that "you must have been on your employer’s PAYE payroll on 28 February 2020". 

https://www.gov.uk/guidance/claim-for-wage-costs-through-the-coronavirus-job-retention-scheme#employees-you-can-claim-for  

This means that my wife is not eligible under the Scheme via her new employer and will therefore have no income once her notice period ends with her existing employer. I find it extremely naive that the government thinks an existing employer would rehire somebody serving their notice. 

The above eligibility wording in bold seems like a major oversight by the government, as thousands of people will be in the same situation as my wife i.e. between jobs and serving their notice period with existing employers and therefore not on their new employer's PAYE payroll as at 28 February. 

Through no fault of their own (unfortunate / arbitrary timing), the financial situation of thousands of families will be materially impacted if employees cannot be paid under the Scheme.   

I am therefore urgently requesting that the eligibility criteria of the Scheme be extended to capture people who have an agreed contract with a new employer at the point at which the Scheme is effective (01 March 2020). 

Hammer42

Hi all, 
I recently left my employer after 10 years for a new job on the 13th of March. I started my new job on the 23rd and worked one day before being sent home reference lock down. I know am concerned about being paid, regarding the 80 percent ruling. I have no idea where I stand or who to contact  ? 
Any help or advice would be great

Gary