The UK government announced measures to help workers and employers, including a Coronavirus Job Retention Scheme. This article - updated June 17, 2020 - summarises the grant, which is available to all UK employers, based on current guidance.
The Dutch Supreme Court issued a decision on whether “dormant employment” arrangements were permissible. The Rotterdam District Court recently issued a ruling on whether a “good employer” has to tell employees about this decision.
On May 28, 2020, the Dutch government announced that the economic relief package in connection with the coronavirus crisis will be extended by one month, to October 1, 2020.
As the Covid-19 pandemic stretches on, employers continue to face significant challenges to their business and their workforce. Many are now turning their minds to how they can get their workforce back into the workplace.
The Dutch Temporary Emergency Bridging Measure to Preserve Employment (Tijdelijke Noodmaatregel Overbrugging voor Werkbehoud, “NOW”) will be extended by three months.
When can employers in the United Kingdom be held responsible for their employees’ actions? This article answers that question with help from a recent high-profile case.
The UK is now not only Brexiting, but splitting from within in how it deals with COVID-19 and exits from a draconian lockdown: Wales, Scotland and Northern Ireland must continue to “Stay at Home,” while those in England must merely “Stay Alert."
Recently, the Court of Appeal in Den Bosch ruled on a case involving an employee’s claim for wages three years after she had stopped being called up for work.
