Tag: TUC

Working safely during coronavirus?

Guidance launched to help get Brits ENGLAND safely back to work

The UK Government has published guidance for employers in England to help them get their businesses back up and running and workplaces operating safely – but the TUC says the plans won’t make workplaces safe.

For the timebeing Scotland, Wales and Northern Ireland are sticking to their ‘stay at home’ message.

  • Practical guidelines published to make workplaces as safe as possible and give people confidence to go back to work during coronavirus pandemic
  • documents developed in consultation with approximately 250 businesses, unions, industry leaders as well as devolved administrations
  • up to an extra £14 million made available for the Health and Safety Executive (HSE) for extra call centre employees, inspectors and equipment
  • guidance provides employers with a downloadable notice businesses should display to show people they have followed the guidance

New ‘COVID-19 secure’ guidelines are available to employers to help them get their businesses back up and running and workplaces operating as safely as possible.

This follows the Prime Minister setting out steps to beat the virus and restart the economy, so we can protect jobs, restore people’s livelihoods and fund the country’s vital public services.

The government has consulted approximately 250 stakeholders in preparing the guidance. It has been developed with input from firms, unions, industry bodies and the devolved administrations in Northern Ireland, Scotland and Wales and in consultation with Public Health England (PHE) and the Health and Safety Executive (HSE), to develop best practice on the safest ways of working across the economy, providing people with the confidence they need to return to work.

The new guidance covers 8 workplace settings which are allowed to be open, from outdoor environments and construction sites to factories and takeaways. This sets out practical steps for businesses focused on 5 key points, which should be implemented as soon as it is practical:

1. Work from home, if you can

All reasonable steps should be taken by employers to help people work from home. But for those who cannot work from home and whose workplace has not been told to close, our message is clear: you should go to work. Staff should speak to their employer about when their workplace will open.

2. Carry out a COVID-19 risk assessment, in consultation with workers or trade unions

This guidance operates within current health and safety employment and equalities legislation and employers will need to carry out COVID-19 risk assessments in consultation with their workers or trade unions, to establish what guidelines to put in place. If possible, employers should publish the results of their risk assessments on their website and we expect all businesses with over 50 employees to do so.

3. Maintain 2 metres social distancing, wherever possible

Employers should re-design workspaces to maintain 2 metre distances between people by staggering start times, creating one way walk-throughs, opening more entrances and exits, or changing seating layouts in break rooms.

4. Where people cannot be 2 metres apart, manage transmission risk

Employers should look into putting barriers in shared spaces, creating workplace shift patterns or fixed teams minimising the number of people in contact with one another, or ensuring colleagues are facing away from each other.

5. Reinforcing cleaning processes

Workplaces should be cleaned more frequently, paying close attention to high-contact objects like door handles and keyboards. Employers should provide handwashing facilities or hand sanitisers at entry and exit points.

A downloadable notice is included in the documents, which employers should display in their workplaces to show their employees, customers and other visitors to their workplace, that they have followed this guidance.

Business Secretary Alok Sharma said: “This guidance provides a framework to get the UK back to work in a way that is safe for everyone.

“These are practical steps to enable employers to identify risks that COVID-19 creates and to take pragmatic measures to mitigate them.

“And as we are able to reopen new sectors of the economy, we will continue our collaborative approach working with a wide range of stakeholders, to provide guidance for additional workplaces.”

Sarah Albon, Chief Executive of the Health and Safety Executive, said: “The BEIS guidance issued today sets out practical steps employers can take to enable staff to continue and return to work.

“We have worked with BEIS to ensure businesses have access to the information they need to put in place measures to help them work safely. This will assist employers in carrying out risk assessments and putting practical measures in place.

“At the heart of the return to work is controlling the risk posed by the virus. Ensuring safe working practices are in place will help deliver a safe return to work and support businesses across the country.”

Craig Beaumont, Director of External Affairs and Advocacy at the Federation of Small Businesses commented: “FSB has engaged through this process with the Department for Business, Energy & Industrial Strategy and we appreciate that our points have been taken on board for the UK small business community.

“Today’s guidance is practical, workable and proportionate for small businesses.

“It will be a long journey but this guidance will provide the basis for small employers to have the positive conversations needed with their staff. This is the first step to getting the economy back on its feet.”

Carolyn Fairbairn, Director-General of the CBI, commented: “Safety is at the heart of business thinking. Unless people feel safe, employees won’t return, customers will stay away and the restart will falter, harming livelihoods and public services.

“This guidance will help. It gives firms a clearer picture of how to reopen safely and gradually.

“The guidance builds on the good proactive plans many firms have developed during lockdown. Excellent employee engagement, fast workplace innovation and transparency have helped many companies support livelihoods. It’s right to build on this.

“The UK faces months of change and challenge. These guidelines will need to continue to evolve based on insight from the ground.

“And employers, employee representatives and relevant enforcement agencies must work together, supporting these plans to build public trust and get our economy back on its feet.”

Jonathan Geldart, Director General of the Institute of Directors. commented: “This guidance is an important first step. It won’t provide every answer, no guidance can, but directors can use it to inform their risk assessments for operating in this pandemic.

“Ultimately, the decision lies with a company’s directors, and they need to feel comfortable they can operate safely. Decisions on re-opening will not be taken lightly. Business leaders want to stand on their own two feet, but most can’t operate at anything like normal capacity at the moment, and making adjustments to protect staff and customers will be a big challenge for many workplaces.

“We hope and expect the guidance to evolve over time, but this is a place for employers to start on the long path to getting the economy going again.”

The guidance applies to businesses currently open. This also includes guidance for shops which we believe may be in a position to begin a phased reopening at the earliest from the 1 June.

Guidance for other sectors that are not currently open will be developed and published ahead of those establishments opening to give those businesses time to plan.

The UK government will also shortly set up taskforces to work with these sectors to develop safe ways for them to open at the earliest point at which it is safe to do so, as well as pilot re-openings to test businesses’ ability to adopt the guidelines.

As part of Monday’s announcement, the government has made available up to an extra £14 million for the HSE, equivalent to an increase of 10% of their budget, for extra call centre employees, inspectors and equipment if needed.

REMEMBER – this guidance is for ENGLAND ONLY

Government guidance on returning to work is a step in the right direction, but more must be done to ensure employers manage safe working properly, says the TUC’s Antonia Bance: 

On Sunday night, 10 May 2020, the prime minister encouraged workers to start returning to work.

Although he meant workers who can’t work from home in industries that haven’t been closed, his words took unions and employers by surprise.

And they created real confusion and anxiety overnight, as workers wondered if they had to report for work in the morning.

Unions want to support a safe return to work. That’s how we will get on with rebuilding Britain.

We don’t take a view on the speed of the return to work – we’re not scientists. What we are expert in is how to keep working people safe at work.

The UK needs a safe and managed return to normal working. That means consulting properly with unions and employers on guidance, getting it out to firms, giving them time to implement it, making sure the right PPE is available, ensuring that our transport systems and schools are safe, and then announcing dates when people could safely return to work.

This process must be gradual, and it must be safe – but that’s not what has happened.

Why workplace safety matters

This stuff really matters, because the impact of this government’s failures on workplace safety has already been horrific.

According to TUC analysis of new figures released by the ONS this week, a male security worker is four times more likely to die of Covid-19 than the male average. A female hairdresser is over three times as likely to die than the female average.

The government has to take a tough new approach to keeping people safe at work to protect as many lives as possible.

Late last month, the business department consulted unions and employers on detailed back-to-work guidelines.

The first draft was poor – it misrepresented the existing law, left out key protections for vulnerable groups, and there was a blank space where the section on PPE should have been.

We demanded immediate and substantial changes to the guidance – and were clear that we could not support them as they stood. The government went quiet.

Fast forward to yesterday. After 24 hours of chaos and concern over the PM’s premature announcement and news that low-paid workers were disproportionately dying from coronavirus, the business department finally published their detailed guidelines.

And though they aren’t everything unions wanted, they are a step in the right direction.

Union pressure worked.

So what changed?

We said every employer should publish their risk assessment – and the government will encourage employers to do this.

We demanded more money for the Health and Safety Executive – and £14m has been allocated.

We raised real concerns about the language and tone of the guidance – and are glad to see it is now tougher, reminding employers of their responsibilities and not just asking them to “consider” taking action.

Social distancing has been reinstated as the key risk control measure, with only very few exceptions. And vulnerable workers will get the extra protection they need.

But the new detailed guidance still falls short. Covid-19 will pose a risk for months to come, so it’s vital that employers manage safe working properly.

Unions will keep up the pressure on government to improve the rules as more and more people go back to work.

What still needs to change?

First, there must be a legal requirement for employers to publish their risk assessment.

Everyone needs to be able to see what a firm is doing to keep their workers – and their customers and the wider community – safe. This works well for gender pay gap reporting, and it’s a great resource for proactive enforcement.

We need the government to get to grips with the PPE crisis. The priority is workers in health and social care but other workers may need forms of PPE too, depending on the risk assessment in their workplaces.

Getting the right rules is only half the battle

Now it’s for employers to comply with the new, transparent, risk assessment regime. They need to consult their unions and workforces and get union agreement to the actions they are taking to keep workers safe.

The UK’s 100,000 health and safety reps – experts in workplace hazards – are ready to make sure every employer complies, including providing advice and guidance in non-unionised workplaces.

And when employers get it wrong, we need strong and swift enforcement

The Health and Safety Executive got £14m extra funding yesterday. Unions want to make sure it’s used to proactively get out to the riskiest workplaces and crack down on rogue employers.

Both inspections and prosecutions have fallen by more than 80 per cent since 2001. The HSE must have the capacity to inspect and challenge every employer that breaks the rules, and prosecute those who neglect worker safety.

And it must be matched by local authority enforcement teams getting out to make sure shops and warehouses are safe.

Questions remain

We still have big questions about how we manage public transport safely – for passengers and transport workers.

The government’s rushed plans to reopen schools are deeply worrying for staff and parents alike. And we know that without childcare, going back to workplaces will be impossible for many.

Working people are rightly worried about how to protect themselves and their loved ones. We need a gradual, safe return to workplaces. That’s how to build public confidence – and get the economy moving again.

There are 8 workplace guidance documents now available under Working safely during coronavirus (COVID-19) guidance.

REMEMBER – this guidance is for ENGLAND ONLY

Chancellor extends furlough scheme until October

The government’s Coronavirus Job Retention Scheme will remain open until the end of October, the Chancellor announced today.

  • Coronavirus Job Retention Scheme will continue until end of October
  • furloughed workers across UK will continue to receive 80% of their current salary, up to £2,500
  • new flexibility will be introduced from August to get employees back to work and boost economy

In a boost to millions of jobs and businesses, Rishi Sunak said the furlough scheme would be extended by a further four months with workers continuing to receive 80% of their current salary.

As we reopen the economy (at least in England – Ed.), we need to support people to get back to work. From the start of August, furloughed workers will be able to return to work part-time with employers being asked to pay a percentage towards the salaries of their furloughed staff.

The employer payments will substitute the contribution the government is currently making, ensuring that staff continue to receive 80% of their salary, up to £2,500 a month.

Chancellor Rishi Sunak said: “Our Coronavirus Job Retention Scheme has protected millions of jobs and businesses across the UK during the outbreak – and I’ve been clear that I want to avoid a cliff edge and get people back to work in a measured way.

“This extension and the changes we are making to the scheme will give flexibility to businesses while protecting the livelihoods of the British people and our future economic prospects.”

New statistics published today revealed the job retention scheme has protected 7.5 million workers and almost 1 million businesses.

The scheme will continue in its current form until the end of July and the changes to allow more flexibility will come in from the start of August. More specific details and information around its implementation will be made available by the end of this month.

The government will explore ways through which furloughed workers who wish to do additional training or learn new skills are supported during this period. It will also continue to work closely with the Devolved Administrations to ensure the scheme supports people across the Union.

The Chancellor’s decision to extend the scheme, which will continue to apply across all regions and sectors in the UK economy, comes after the government outlined its plan for the next phase of its response to the coronavirus outbreak.

The scheme is just one part of the government’s world-leading economic response to coronavirus, including an unprecedented package for the self-employed, loans and guarantees that have so far provided billions of pounds in support, tax deferrals and grants for small businesses.

Today the UK government is also publishing new statistics that show businesses have benefitted from over £14 billion in loans and guarantees to support their cashflow during the crisis.

This includes 268,000 Bounce Back Loans worth £8.3 billion, 36,000 loans worth over £6 billion through the Coronavirus Business Interruption Loan Scheme, and £359 million through the Coronavirus Large Business Interruption Loan Scheme.

Mike Cherry, National Chairman of the Federation of Small Businesses, said: “The Job Retention Scheme is a lifeline which has been hugely beneficial in helping small employers keep their staff in work, and it’s extension is welcome.

“Small employers have told us that part-time furloughing will help them recover from this crisis and it is welcome that new flexibility is announced today.

BCC Director General Adam Marshall said: “The extension of the Job Retention Scheme will come as a huge help and a huge relief for businesses across the UK.

“The Chancellor is once again listening to what we’ve been saying, and the changes planned will help businesses bring their people back to work through the introduction of a part-time furlough scheme. We will engage with the Treasury and HMRC on the detail to ensure that this gives companies the flexibility they need to reopen safely.

“Over the coming months, the government should continue to listen to business and evolve the scheme in line with what’s happening on the ground. Further support may yet be needed for companies who are unable to operate for an extended period, or those who face reduced capacity or demand due to ongoing restrictions.”

Dame Carolyn Fairbairn, CBI Director-General, said: “The Chancellor is confronting a challenging balancing act deftly. As economic activity slowly speeds up, it’s essential that support schemes adapt in parallel.

“Extending the furlough to avoid a June cliff-edge continues the significant efforts made already and will protect millions of jobs.

“Introducing much needed flexibility is extremely welcome. It will prepare the ground for firms that are reawakening, while helping those who remain in hibernation. That’s essential as the UK economy revives step-by-step, while supporting livelihoods.

“Firms will, of course, want more detail on how they will contribute to the scheme in the future and will work with government to get this right.

“Above all, the path of the virus is unpredictable, and much change still lies ahead. The government must continue to keep a watchful eye on those industries and employees that remain at risk. All schemes will need to be kept under review to help minimise impacts on people’s livelihoods and keep businesses thriving.

“The greater the number of good businesses saved now, the easier it will be for the economy to recover.”

Commenting on the extension of the government’s job extension scheme today, TUC General Secretary Frances O’Grady said: “We are pleased ministers have listened to unions and extended the job retention scheme to the autumn. This will be a big relief for millions.  

“Changing the rules to allow part-time working is key to enabling a gradual and safe return to work. And maintaining the rate at 80% is a win for the pay packets of working families.

“As the economic consequences of Covid-19 become clear, unions will keep pushing for a job guarantee scheme to make sure everyone has a decent job.”

Anneliese Dodds MP, Labour’s Shadow Chancellor, said: “The furlough scheme is a lifeline for millions. The Government was right not to pull it away.

“It is welcome that the Chancellor has heeded the call by Labour, trade unions, and businesses for more flexibility in the scheme, to support employees to go back to work part-time.

“The government must clarify today when employers will be required to start making contributions, and how much they’ll be asked to pay. If every business is suddenly required to make a substantial contribution from the 1st August onwards, there is a very real risk that we will see mass redundancies.”

Extension to Furlough Scheme could cost the Government £70 billion

The Chancellor has extended the current Furlough scheme until the end of October but he now has a huge challenge to get this right, say leading tax and advisory firm Blick Rothenberg.

Heather Self a partner at the firm said: “He needs to achieve a “Goldilocks” effect – not too hot, and not too cold.  If he provides too much it will be very expensive and may discourage firms from reopening. If he provides too little thousands of people could lose their jobs.

She added: “It is going to be a turbulent time for the labour market in the Autumn. Some sectors, such as the hospitality and tourism sector, are likely to see significant redundancies, while others such as construction and financial services will be relieved to see a gradual winding-down of support.

From the announcement today, we now know that:

–          Support will be continued to the end of July in full, with employers required to contribute after that date.

–          Part time working will be permitted, but only for some employees

–          The same level of overall support – 80% of wages up to a maximum of £2500 a month – will be maintained

Heather said: ” As the furlough scheme is reduced the Government needs to incentivise business and come up with creative ideas about how business can keep going and retain staff.

“The Chancellor could not go on paying out billions of pounds indefinitely, and everyone understands that, but there needs to be much more joined up thinking between Government and business.”

So far, some 7.5m employees have been furloughed, at a cost approaching £10bn.

The expected costs to the end of July are likely to be around £50bn, with the extension at a reduced level to the end of October perhaps costing a further £20bn.  These are very significant sums, amounting to around 10% of total Government receipts.

As Britain seeks to get back to work, the pressures on different sectors will be very uneven.

While some sectors, such as construction and financial services, are getting back to work, others such as leisure and hospitality will be much slower to recover.

And the position in the tourism and heritage sectors is likely to become critical if they lose the whole of the Summer season.

Heather Self said: “Enabling part time work is welcome, as it will permit a gradual return to work.  But the Chancellor said this would only be available to businesses “currently using” the scheme – it is not clear what the cut-off date will be for businesses still considering whether they need to furlough employees.

“The Chancellor needs to pay attention to the needs of different sectors, difficult though this may be.  Leisure and hospitality businesses are unlikely to be able to cope with reopening fully by the end of July, and may need to contemplate redundancies.

“Additional support beyond the furlough scheme will be needed for a long time – whether loans such as the CBILS scheme, or grants, or incentives such as an increase in the Employment Allowance to encourage employers to maintain their staff levels, or even take on new employees.”

MAY DAY: All Key Workers Deserve A Pay Rise

All key workers deserve a pay rise – May Day message from Frances O’Grady, General Secretary of the TUC:

This May Day we express our gratitude to key workers who are helping us through the coronavirus lockdown. As well as thanking workers, the government must give all key workers the pay, conditions and respect they deserve. That’s how to really thank the people who got us through this crisis.

“This pandemic show us how much we owe frontline workers. In health, in care and in all our vital services. They are the best of us and we say thank you.

But just saying it isn’t enough. Everyone who’s kept Britain going deserves a pay rise. That’s how to thank the people who got us through this crisis. And ministers must make a promise too. When this crisis is over, no back to business as usual. We need a new deal for working people, jobs for everyone, decent pay and a strong safety net.

Tough times are still ahead and that’s when you need your union. So, tell your children and grandchildren, your workmates and neighbours, It’s time to join a union.

This year we can’t all be together on May Day, so I send greetings from the TUC to workers across the country and across the world, stay strong, solidarity.”

This May Day (Friday 1 May), show your appreciation for all those key workers that are looking after us in these difficult times. Get on social media and thank a worker who’s made a difference to you. It could be your postie, shop worker, someone in the NHS, delivery driver, food worker or any other frontline worker.

The very least we can do is #ThankAWorker. Find out more

Remembering the workers who lost their lives to Covid-19 at work

Today is International Workers’ Memorial Day, when trade unions around the world remember workers who lost their lives and commit to keep the living safe.

This is the story of Peter, Mary, Cheryl, Zeeshan and Emeka – five UK workers who were taken by Covid-19.

Today is International Workers’ Memorial Day, when trade unions around the world remember workers who lost their lives and commit to keep the living safe.

This year we especially remember the frontline workers who lost their lives to Covid-19 while looking after our loved ones and keeping our country running.

We will be forever in debt to the workers who have died during this pandemic – our nurses, doctors, care staff and other essential workers.

Remember the dead, fight for the living.

Minute’s silence

At 11am today – Tuesday 28th April – take part in the minute’s silence.

It will be a moment to pay tribute to the sacrifice made of so many workers during the pandemic, to remember those who’ve sadly lost their lives, and to thank all those who continue to do vital work at great risk.

The initiative is supported by the government, and reps may wish to request employers mark it, by asking the workforce to cease work for one minute at 11am.

Help spread the word about the minute’s silence, by encouraging as many friends and colleagues to take part, whether in their workplace of at home.

You can quickly spread the word by posting this tweet, sharing this Facebook status or asking your contacts on WhatsApp to join you in taking part in the silence.

UNISON general secretary Dave Prentis said: “For every minute this pandemic continues, people are making extraordinary sacrifices to keep us safe and run our vital services.

“The least we can all do is spare a moment to pay our respects and show our gratitude to all the key workers who have lost their lives.”

The silence is also an opportunity to think about all those workers who are continuing to keep the country safe and functioning, says UNISON.

Society of Occupational Medicine calls for a goal of zero workplace deaths due to COVID-19

As the COVID-19 pandemic continues, The Society of Occupational Medicine (SOM) is today renewing its call for the UK government to prevent any further work-related deaths.

Scores of UK healthcare workers have already died from COVID-19 infections and their deaths will be marked today at 11am with a moment’s silence. But at SOM, we do not believe that work-related fatalities due to COVID-19 exposure are inevitable. In fact, we believe a goal of zero work-caused fatalities is achievable.

Today is the World Day for Safety and Health at Work, an initiative supported by the United Nations. SOM backs the aim of raising awareness on the adoption of safe practices in workplaces and the role that occupational safety and health (OSH) services play.

As politicians discuss the end of the lockdown and people plan their return to work, we believe it is essential that all employers conduct risk assessments to ensure the safety of all employees.

With the proper application of safe systems of work and the use of a hierarchy of control, no worker should die of work-acquired COVID-19.

Concern has been raised about the shortcomings of and lack of personal protective equipment (PPE), but PPE should be considered the lowest form of protection. Employers must consider a range of controllable factors in the work environment and this includes the use of design, engineering and administrative controls.

SOM is calling for robust and increasing access to occupational health (OH). The need for advice from occupational health doctors, nurses, physiotherapists, psychologists, hygienists, ergonomists etc. is required. The need to protect our workers has never been greater and is the core role of OSH.

SOM is also supporting a multidisciplinary drive across sectors to raise awareness, share knowledge and engage employees in solutions. It is encouraging workplaces to design-in exposure prevention measures as advised by the Health and Safety Executive – helping employees take the opportunity to better understand the risks and demonstrate good practice in their work.

Dr Will Ponsonby, Society of Occupational Medicine President said: “The UK could and should have aimed for a target of zero work-caused fatalities in this pandemic. The need to protect our workers has never been greater, and that goal must be put in place as the foundation for all future planning.”

TUC to shine a light on coronavirus risks

Every year more people are killed at work than in wars. Most don’t die of mystery ailments, or in tragic “accidents”. They die because an employer decided their safety just wasn’t that important a priority. Workers’ Memorial Day (WMD) commemorates those workers.

Each year on April 28th, all around the world the trade union movement unites to mark International Workers’ Memorial Day (#IWMD20). We remember those who have lost their lives at work, or from work-related injury and diseases. We renew our efforts to organise collectively to prevent more deaths, injuries and disease as a result of work.

Workers Memorial Day is commemorated throughout the world and is officially recognised by the UK Government.

Theme for 2020: Coronavirus

This year we are all working in unique circumstances, as the coronavirus pandemic affects every worker regardless of sector or locality. Hundreds have lost their lives to the virus while working on the frontline, acting to protect the public and to keep society running. Workers are risking their lives every day, while many are still attending work ill-equipped and without necessary safety measures in place. We could not have a starker reminder of the important role of trade union health and safety reps in saving and protecting workers’ lives.

We remember those we have lost. We organise in their memory.

While we may not be able to attend the memorial events which usually take place on IWMD, as public gatherings around the world are not advised or allowed; there are many ways trade union members can take part in our collective day of remembrance and solidarity.

How you can take part…

light a candle

 

Light a candle

Join others across the world by lighting a candle on the evening of Tuesday 28th April. It may be for a loved one, a worker, a group of workers or for all those who have lost their lives from work. Take a photo of your candle, and with a caption about who you’re remembering, post it on Twitter, Facebook or Instagram using #IWMD20.

Register for our video call

The TUC Education team will be hosting a video call at 2pm on the day, where you will be able to hear from speakers and submit questions and contributions in advance.

Put the time in your diary and registration will be available via soon.

Universal credit: Emergency boost needed

The last few weeks have seen an unprecedented change in the economic situation of the UK (writes the TUC’s KATE BELL). Since the Prime Minister announced a full ‘lockdown’ on the 23rd March, economic activity in the UK has been rightly restricted in the service of protecting public health.

The TUC has clear priorities throughout this crisis. First, to ensure that public health is protected. Second, to protect workers’ jobs and livelihoods.

Following calls from the TUC and unions the government has announced welcome schemes to try to keep people in work. Protecting jobs must be the first step to protecting incomes and ensuring the country can get back on its feet when the crisis subsides.

But there is still more to do to ensure everyone who is sick gets the income support they need and support the livelihoods of those who do lose their jobs.

Our safety net has been dramatically undermined after years of underinvestment. The UK has avoided mass unemployment since the recession of the early 1990s, and the devastating unemployment of the early 1980s. Those experiences left deep scars, which we are still seeing the legacy of today. It is vital the government does everything it can to keep people in work now.

But even in the 1990s, our safety net was stronger. In 1993, the last time the unemployment rate went over 10 per cent, the basic rate of unemployment benefit was worth around a fifth of average wages. In 1984, when unemployment was over 11 per cent, the benefit was worth a quarter of the average wage. And in 1979, it was worth 30 per cent of the average wage. Today – even after the welcome recent increase by £20 a week – the basic rate of universal credit is worth around a sixth of average weekly pay (17 per cent).

UC

The UK system also compares poorly to the support provided internationally. In most European countries, unemployment benefits are related (at least in the initial period of unemployment) to previous wages to cushion income shocks, ranging from 60 per cent of previous wages in Germany to 90 per cent in Denmark.

In a new report we call for a new plan to fix the social safety net, building on our previous reports on sick pay, a job retention scheme, and support for the self-employed. We call on the government to urgently raise the basic level of universal credit. Restoring ‘replacement rates’ to the level seen before the long dismantling of the safety net began in the 1980s, would mean increasing the payment of universal credit to £165 a week – around 30 per cent of average wages.

But we think the government should be more ambitious to protect against this income drop. We recommend raising the basic rate of universal credit for this period to the value of 80 per cent of weekly earnings at the national living wage – or £260 a week.

In addition government should:

  • Suspend any conditionality requirements with universal credit, as well as parts of the application process. Applications for universal credit are being delayed by the need to carry out a telephone appointment with a work coach. The requirement to hold a phone interview should be suspended, in addition to any work-related conditionality within the Universal Credit system.
  • Remove the savings rules in universal credit to allow more people to access it.
  • End the five week wait by converting emergency payment loans to grants.
  • Significantly increase Child Benefit payments. Child Benefit is the simplest, quickest and most effective way to get money to households with children. The level has long been too low. This payment would also recognise the additional costs many parents will face with having children at home because schools are closed.
  • Ensure nobody loses out as a result of these changes. The benefits cap should be lifted so that these increases do not just mean a change in the composition of the benefits someone receives. As well as this, no one on legacy benefits should lose the protection of the managed transition to UC as part of this change.
  • Remove the minimum hours requirements in working tax credits. Families still claiming tax credits must work a minimum number of hours to be eligible. This rule should be removed with immediate effect.

Government has acted swiftly to protect jobs. But for those who do lose work it’s vital the safety net is strengthened – fast.

What are the rules if you’re temporarily laid off?

If you’re one of the workers who’ve been asked to go on furlough, make sure you know your rights.

The coronavirus outbreak has put the UK economy under immense strain, with businesses across the country shutting down to prevent the spread.

After discussions with trade unions, the government is to plough billions of pounds into a furlough scheme that will see the taxpayer give businesses 80 per cent of the wages of those employees who are temporarily laid off.

This should stop those business suffering a drop-off from making workers permanently redundant. It will ensure that more workers have enough money to cover their bills and leave businesses well-placed to ramp up activity once demand picks up again.

But while measures to protect jobs are welcome, it’s important that employers follow the rules when sending staff on furlough.

And if you’re one of the workers who’ve been asked to go on furlough, make sure you know your rights.

Despite the government having recently published guidance on how the scheme will operate, there are still a number of unanswered questions about the scheme. But this is what we know right now:

Bosses must follow the rules

Bosses can’t just stick workers on furlough or shorter hours.

An employee is regarded to have been laid off during a particular week if the employer does not have sufficient work for the employee and the employee is not paid as a result. (s.147(1) of the Employment Rights Act 1996).

What does your contract say?

If your contract contains the right for the employer to impose a lay-off, they can simply do so.

But it needs to be for a reasonable period of time, not indefinite.

Collective agreements between employers and unions will normally include provision for minimum payments if employees are laid off for a period.

If it’s not in the contract, then the employer needs your written, informed consent. And they have to make it clear how long the lay-off will be.

The lay-off has to be kept under review and the employer must seek further consent if it lasts longer than expected.

What happens if this isn’t in your contract and you say “no”?

If an employee or their union objects to the lay-offs, the employer cannot simply impose it.

If workers say “no” and the employer attempts to press ahead, employees can resign and claim unfair constructive dismissal, and possibly also claim a statutory redundancy payment.

Or they can continue in employment but claim any shortfall in pay under the unauthorised deduction of wages laws.

This is especially helpful if you haven’t got the two years’ service needed to claim unfair constructive dismissal.

How much will I get paid?

The government will stump up 80 per cent of the wage costs of those laid off. It will also cover employer costs such as their National Insurance and pension payments at the minimum legal level.

It will only cover basic salary and not commission payments and is capped at £2.500 a month. This means that, as it stands, those who currently receive piece work “bonuses” would see their income fall substantially.

Employers can, and we believe should where they can afford it, top up wages to 100 per cent.

If your pay varies, your employer can claim for the higher of either the same month’s earnings from the previous year or average monthly earnings from the 2019-20 tax year.

Who does it cover?

Employees who are paid via Pay as You Earn payroll, which is likely to include a number of agency workers as well as those working via zero hours arrangements. They must have been on the organisation’s payroll as of 28 February 2020.

The scheme also covers employees who were made redundant since 28 February 2020, if they are rehired by their employer.

But, as it currently stands, those workers who have gone onto short-time working will not be covered by the scheme. Those workers will not have their wages topped up to normal levels.

What about the self-employed?

The self-employed (or at least most of them) are covered by a separate Self Employed Income Support Scheme.

Am I entitled to redundancy payments?

An employee who has agreed to furlough (or to short-time working) either for four consecutive weeks or for a total of six weeks (no more than three being consecutive) in any period of 13 weeks can resign and claim a redundancy payment.

How do employers decide who goes on furlough?

Employers must use a fair process for selecting employees for furlough and be very clear about why they are making certain decisions.

They must be careful not to discriminate against particular groups of workers who are protected by equality law, either directly or indirectly.

For example, they must not choose to furlough a worker because their race or because they are pregnant, to do so would be direct discrimination.

Similarly, they should not ask disabled workers to agree to a temporary lay-off to avoid putting in place reasonable adjustments that would allow them to continue working during the current outbreak.

Examples of indirect discrimination would be selecting workers for furlough because of their caring commitments, a group of workers in which women are overrepresented.

I have two jobs. If I am furloughed from one, what happens to the other?

Each furlough arrangement applies to a single job you do. So you can continue working in one job while furloughed from another. The pay cap applies to each employer individually.

Can my employer give me work to do during furlough?

No. A furloughed employee can take part in volunteer work or training, as long as it does not provide services to or generate revenue for their employer.

But if you are asked to do training you must be paid at least the minimum wage/National Living Wage, even if this is more than the 80 per cent of wage that will be subsidised by the government.

Tim Sharp, TUC

Chancellor to announce support for self-employed

The TUC has called on the government to provide urgent aid to Britain’s five million self-employed workers. The government has been accused of dithering, but Chancellor Rishi Sunak is now expected to make an announcement later today.

A report from the union body published on 23 March warns the current measures in place for self-employed workers are “inadequate” with many facing severe hardship over the coming months.

Hundreds of thousands of self-employed workers have tried to apply for Universal Credit but have experienced huge problems when trying to accessing the system, leaving them with no income.

The TUC report calls on ministers to extend the wage subsidy scheme announced on 20 March to the self-employed. The TUC said this could be done through providing the self-employed with a guarantee of at least 80 per cent of their incomes based on their last three years of self-assessment tax returns.

It says this could be paid directly to the self-employed as a tax rebate. The call was repeated by a succession of unions representing gig workers, musicians, actors, journalists and others in insecure employment.

The TUC report highlights the example of Norway where the government is providing grants covering 80 per cent of self-employed workers’ earnings. In Belgium an income replacement scheme has been set up for the self-employed.

TUC general secretary Frances O’Grady said: “The government took a big and important step last week with wage subsidies for employed workers. But millions of self-employed workers – from the creative industries to construction – are still facing a collapse in their earnings.

“Many won’t be able to meet their basic living costs without further support. Ministers must urgently beef up support for the self-employed.”

She added: “Large-scale wage subsidies are the best way to boost household finances, keep businesses running and help our economy bounce back after this crisis. All workers – both employed and self-employed – should have their wages protected.”

On 23 March, the prime minister announced people may only leave home to exercise once a day, should travel to and from work only when it is “absolutely necessary”, and should shop for just essential items and to fulfil any medical or care needs.

The Chancellor is expected to make an announcement on support for the UK’s five million self-employed workers later today.

Government must urgently support the self-employed, says TUC

The TUC has called on the government to provide urgent aid to Britain’s five million self-employed workers.

A new report published today says the current measures in place for self-employed workers are “inadequate” with many facing severe hardship over the coming months.

The report calls on ministers to extend the wage subsidy scheme announced on Friday to the self-employed.

The TUC says this could be done through providing the self-employed with a guarantee of at least 80% of their incomes based on their last three years of self-assessment tax returns.

This could be paid directly to the self-employed as a tax rebate.

The report highlights the example of Norway where the government is providing grants covering 80% of self-employed workers’ earnings. And Belgium where an income replacement scheme has been set up for the self-employed.

Commenting on the report TUC General Secretary Frances O’Grady said: “The government took a big and important step last week with wage subsidies for employed workers.

“But millions of self-employed workers – from the creative industries to construction – are still facing a collapse in their earnings. Many won’t be able to meet their basic living costs without further support. Ministers must urgently beef up support for the self-employed.

“Large-scale wage subsidies are the best way to boost household finances, keep businesses running and help our economy bounce back after this crisis. All workers – both employed and self-employed – should have their wages protected.”

The full TUC report can be found here:  https://www.tuc.org.uk/research-analysis/reports/fixing-safety-net-what-next-supporting-working-peoples-incomes.

Home Working: TUC advice

The TUC has published new advice on home working. The move follows the prime minister’s call this week for people to work at home during the coronavirus outbreak if they can …

More than 1.7 million people already work from home on a regular basis in the UK, but millions of people are likely to be home working for the first time this week, the TUC says.

The union body says it is vital that staff have access to safe working conditions in their own home. It says workers should also take regular breaks and follow their usual working hours if possible. The TUC adds that it is important to keep in contact with colleagues – by email, Skype, phone and chat for example – to avoid the mental health effects of isolation.

The TUC is calling for protection of those unable to take the work from home option, especially frontline workers in public services.

TUC general secretary Frances O’Grady said: “It’s essential for those people who can work from home to do so during the coronavirus outbreak. It’s important to have a safe place to work and to keep in regular contact with colleagues. 

“But not everyone has the option of working from home, especially those running our vital public services at this difficult time.”

She added: “The rest of us working from home, not making unnecessary journeys and avoiding social contact will help keep them safe. And no one should be left out of pocket because they can’t get into their workplace or work from home.”

Costs that should be covered by the employer could include paying for necessary work equipment or improved wi-fi provision.