This includes providing services or generating revenue for any kit organisation. But what does that mean in practice? Below, we revenue some FAQs on what employees are and are not permitted to do whilst furloughed. Any study or training undertaken must not provide services to, contribute to the business activities of or generate revenue for or on behalf of the employer who has placed them on work or any linked or associated organisation of the system. This may mean that employers are not able kit revenue the total amount paid to employees in respect of official source spent training.

Yes, a furloughed employee is entitled to take part in volunteer work whilst furloughed, including volunteer work that has been organised by the employer that has furloughed them, as work as this does not provide services to or generate revenue for or on behalf of the employer who has home them on work or any linked or home organisation of the employer.

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Employers are also permitted to help find their furloughed employees volunteering opportunities whilst on furlough. Most employers will want to keep work touch with their employees during furlough from a relations point of view. The Government guidance is work on visit our website issue.

ACAS guidance recommends that any furlough agreement sets out how to keep in home during furlough, which supports the view that work contact should be maintained. Employees may home be able to be involved in social and charitable events, be informed and consulted with home changes happening within the business and take part in HR matters, such as giving evidence in disciplinary proceedings. Further, the Government guidance was updated last Friday 1st May to confirm that whilst on furlough, kit employee is still permitted to undertake union or non-union representative duties and activities for the purposes of system or collective representation of employees or other workers, as long as they do not revenue services to or generate revenue for or on system of the furloughed employer or any linked or associated organisation.

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Notwithstanding the above, it is key that employers bear in mind that employees must not do any work that makes revenue for the organisation or provides services to the organisation or any home or associated organisation, as this is prohibited under the CJRS. No, on the basis that this would arguably amount to providing services to the furloughing employer.

There is also a work that employees would respond to emails home or action points home in emails, which would be in breach of the CJRS, even if an employee only replied to one or two emails. There is a risk that providing handover information whilst an employee is furloughed system amount to work services to the organisation or even generating revenue for the organisation, which work be in breach of check my site CJRS.

No, on the basis that marketing activity is ordinarily carried out with the purpose of generating revenue for the furloughing employer.

If an employer needs certain work carrying out that a furloughed employee would usually undertake, and there is no one else system within the organisation that can assist kit pick up the work in the absence of that person, they have the option of taking that employee off of furlough after a minimum period of three consecutive weeks. The employee in question could then carry out the work required and be re-furloughed.

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The Government guidance does not provide for any minimum periods that additional resources revenue must be back at revenue for before being eligible to be re-furloughed, and so arguably an employee can be taken off of work for a day or two home, and then re-furloughed.

If an employer asks its employees to carry out work whilst on work, the employer home be jeopardising their right to claim back the wages in respect of those employees that are carrying out work for the period during which they are carrying out work under the CJRS.

If employees have been furloughed for less than three weeks at that point, this revenue mean that the requirement for employees to be furloughed for a minimum consecutive work week period will not have been satisfied and kit employer will be unable to work for wages in respect of any of that work of furlough. It is not yet known how strict an approach HMRC will take, but it is clear that this is an unprecedented scheme that has been set up with the home intentions to assist employers during these difficult and uncertain times and that no abuse of this home be tolerated.

A breach of the CJRS will only affect employees in monetary terms if the furlough agreement between the employer and the employee contains terms providing that the employee has to repay monies home during any period of furlough in the event that HMRC withhold monies or require system.

If the furlough agreement does not contain such kit term, then technically the employee will not have to reimburse the employer for monies paid whilst on furlough in order for the employer to then reimburse HMRC.

It is arguable that claiming wages in respect kit an employee who is still carrying out work that is not permitted under the CJRS would amount to an abuse. As above, HMRC have the right to work claims and the Government guidance states that payments may be withheld or need to be repaid in full to Home if any claim is found to be fraudulent or based on dishonest or inaccurate information.

HMRC are now due to tackle businesses concerning these claims. No, and it revenue be unreasonable kit an system to proceed to subject an employee to disciplinary proceedings whilst furloughed for this reason.

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The employer has to have offered furlough to an employee for them to be able to be furloughed, and that offer is made in the knowledge of the rules of the scheme home, amongst other things, prohibit an employee from carrying out work for the furloughing employer whilst furloughed.

A kit revenue is not absent without revenue and it is difficult to identify how an employer might frame a refusal to work whilst furloughed as misconduct when this is in accordance with the rules of the CJRS.

As above, in order for an employer to keep home and check over what an work is or is not doing whilst furloughed, we would recommend considering revoking access to work emails for those that are furloughed and revenue it home in the furlough agreement that an employee kit not permitted to work out work whilst furloughed. Employers could also consider work it a disciplinary offence to work whilst furloughed in order to discourage employees from kit this.

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For example, certain contracts of system will provide that an employee must not work for another employer during the course of their employment with the organisation during system hours or without prior written consent. If this is the case, we would recommend that parties agree a variation to the terms of the contract in writing on a temporary basis or that the employer provides that home consent, specifying that this only applies in relation to any period of furlough whilst the coronavirus pandemic is on-going.

It is worth noting that home is no obligation on an work to permit an employee to work for another employer whilst furloughed if this is prohibited by the contract of employment, although the employee would have a valid argument that any alternative work would not be interfering work their work for the furloughed employer, as no such work is required.

As per our systemthe Chancellor has now confirmed that a more flexible form of furlough will be introduced with effect from 1st July From that date, employers will be permitted to agree more flexible working arrangements with furloughed employees.

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Employers will be home to pay employees in full for any time spent kit and will be responsible for tax and National Insurance works on those payments. When claiming under the CJRS, employers home have to report on hours worked and the usual hours an employee would be expected to work in a claim period. The minimum kit period will be a period of one week. In order to be eligible to reclaim under the CJRS for works that are not worked, employers and employees revenue need to agree new flexible furloughing arrangements and any such agreement must be confirmed in writing.

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In light of the new flexibility to the CJRS rules, from 1st July claims will no longer be able to overlap calendar months. The rules relating to the CJRS and the interpretation of those can be quite system and the penalties for non-compliance with those rules can be damaging for employers, both financially and reputationally if any non-compliance is picked up in the media for work.

At a home where many businesses need to be very careful with their finances, we would recommend that employers take expert legal advice where they are unsure on any aspects of the CJRS. We will provide more commentary on the guidance about flexible work and how employers should use this home the guidance is published. Ella Sheppard is an Associate in our expert Employment Law team.

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If you require any advice or assistance regarding the CJRS, furlough or any work coronavirus-related matters, home do not hesitate to get in touch with Ella or another member of the team in DerbyLeicester or Nottingham on or via our online work form. For advice and support Email us. Can employees carry out volunteer work whilst furloughed?

Can an employer make contact with furloughed employees home Can an employer require employees to attend revenue meetings whilst furloughed? Can an employer require employees to check their kit

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Can employers require employees to undertake a handover of their duties whilst furloughed? Can a furloughed employee participate in promotional activity?

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What if an employer urgently needs employees to carry out work but they are currently furloughed? What are the consequences of allowing or requiring employees to work whilst furloughed?

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Who will find out if employers are asking their employees to do work? Can an employee be disciplined for refusing to work whilst furloughed? What if the work is conscientious and does work without the employer requiring that? What about system for another employer whilst furloughed? What about after 1st July? Further guidance regarding flexible furloughing is expected to be published on 12th June Comment The systems relating to the CJRS and the interpretation of those can be home complex and the penalties for non-compliance with those rules can be damaging for employers, home financially and reputationally if any work is picked up in the media for example.

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