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A comprehensive Lay-off and Short-time Working Employment Contract that provides terms and conditions of employment. Additionally, this contract enables your company to Lay-off or put an employee on short-time working for a certain period of time.
Lay-off and Short-time Working Employment Contract
Lay-off is when an Employee does not receive any paid work for a temporary period. Lay-off, if unpaid, must be by agreement with the Employee and set out in the Contract of Employment. In the absence of such an agreement, an Employee may make a claim for unfair dismissal. If there is nothing in the Contract it must be amended accordingly if the Employee so agrees.
If work is not provided for any day then the Employee is entitled to Statutory Guarantee Payment. The maximum allowed is for 5 days in any 3-month period.
If an Employee is laid off for at least 4 consecutive weeks or a series of 6 or more weeks (with no more than 3 being consecutive) within a 13-week period then they can claim Redundancy and Statutory Redundancy Pay. They should give the Employer written notice of their intention to do so beforehand. This notice must be sent to the Employer within 4 weeks from the end of either: the 4-consecutive week period; or, the series of 6 or more weeks within the 13-week period.
If the Employer does not accept this he must serve a counter-notice on the Employee within 7 days of receiving the Employee’s notice. The basis for a counter-notice is that work will be available for the Employee within four weeks and this work must last for 13 weeks without any interruption.
Short-Time Working is when an Employee is paid the equivalent of less than half a week’s pay. This is either because there is no paid work for a period of the week or the Employee is working a reduced number of paid hours. Short-Time Working must be by agreement with the Employee and set out in the Contract of Employment. In the absence of such an agreement, an Employee may make a claim for unfair dismissal. If there is nothing in the Contract it must be amended accordingly if the Employee so agrees.
If work is not provided for any day then the Employee is entitled to Statutory Guarantee Payment. The maximum allowed is for 5 days in any 3-month period.
If an Employee is on Short-Time Working for at least 4 consecutive weeks or a series of 6 or more weeks (with no more than 3 being consecutive) within a 13-week period then they can claim Redundancy and Statutory Redundancy Pay. They should give the Employer written notice of their intention to do so beforehand. This notice must be sent to the Employer within 4 weeks from the end of either: the 4-consecutive week period; or, the series of 6 or more weeks within the 13-week period.
If the Employer does not accept this he must serve a counter-notice on the Employee within 7 days of receiving the Employee’s notice. The basis for a counter-notice is that work will be available for the Employee within four weeks and this work must last for 13 weeks without any interruption.
This Employment Contract - Lay-off and Short-time Working:
contains provisions allowing for Employees to be placed on periods of Lay off and/or Short Time Working.
If an Employment Contract does not contain such provisions then an Employee cannot be required to be placed on periods of Lay off and/or Short Time Working.
This Employment Contract - Lay-off and Short-time Working contains the following clauses:
This Lay-off and Short-time Working Employment Contract is in Microsoft Word format, written in plain English, easy to use and edit.
£59.99
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