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Grumpy_chap

Jeremy535897 said:

Grumpy_chap said:

We (my wife) has exactly the same situation, i.e. on furlough and will now be made redundant.

Sorry to hear that. I wish her the best for the future.

Thanks Jeremy.  We think, taking all things as a whole, the company is being fair.  She has been there 10 years so, on top of the furlough until end of June (plus 20% top-up), will get 10 weeks PILON, 15 weeks redundancy, 2 weeks in lieu of leave plus 1 day overtime.  All in that is the same as being paid until the end of the year, but hasn't been into the office since lock-down (was able to work from home until Easter before being furloughed).  She waits to hear whether they will add more over-and-above statutory / contractual requirements.

Galloglass said:

One thing my wife has offered is to sign a settlement agreement before 30th June so that the employer is protected against her going back with any further claims after the longer furlough if agreed to.

In the normal course of life, there would be no need of this as a redundant job is just that. It is a sign that these hastily made rules will provide a field day for lawyers after the event - even if there is no basis of any claim.

As contract/employment law has not been rewritten such a waiver must have a "worth" for it to be contractually binding. What is the soon to be ex-employer offering and will it be covered by a non-disclosure / COT3

https://www.ergolaw.co.uk/blog/2017/what-is-a-cot3

There is no "worth" at this stage, but that is what the discussions are about, whether they offer more than the minimum.  Even if that is furlough for July at 80%, it is worth having.  My wife is being suitably pragmatic about it, enjoying the sunshine right now and will seek new employment when things start to pick up - hopefully without the commute.

SXX

This is from the guidance (claim for wages through the Corona Virus Job Retention Scheme :  

When the government ends the scheme

When the government ends the scheme, you must make a decision, depending on your circumstances, as to whether employees can return to their duties. If not, it may be necessary to consider termination of employment (redundancy).