Since qualifying in 2018, Johanna has supported clients with disciplinary and grievance issues, defending employment tribunal claims, senior exits, redundancies, TUPE, and day-to-day HR queries. She also has a strong interest in the overlap between employment law and data protection, regularly advising on subject access requests, data breaches, employee monitoring, and matters involving cross-border workers.
The JSSC and JSSO do not apply if employees are made redundant or are given notice of redundancy during the period for which their employer is claiming the grant for them. Employers will not be able to claim reimbursement for unworked hours of an employee who has either been made redundant or is under notice of redundancy in the period claimed for.
Further guidance is required as to whether this means that an employer may start redundancy consultation when an employee is on the JSS, provided that notice of termination for redundancy is not issued to the employee during this period.
At present, the most clear-cut option seems is for employers to move employees out of the JSS and stop
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