Employment Blog

Back in March, many of us had to make a quick transition to working from home; not knowing how long it would be before we would return to the office. Now seven months have passed, the dust has settled, and many employers and employees are recognising the benefits of home working and considering it as a more permanent arrangement.  It’s therefore a good time for employers to start thinking about how to get the most out of homeworking in the long-term.

On Saturday night the UK Government made an announcement that the Coronavirus Job Retention Scheme (Furlough Scheme) has been extended.

The Government’s Coronavirus Job Retention Scheme (AKA the furlough scheme) was supposed to be ending on 31^st October 2020 to be be replaced by the Job Support Scheme from 1 November 2020. However, as much of the country went back into another lockdownthat has now been delayed until December 2020 at the earliest. Please see Extension of Furlough Scheme

Share option schemes serve as a useful tool for growing companies seeking to recruit and retain employees. Enterprise Management Imitative (EMI) options are particularly tax efficient for employees and companies that are eligible. One of the requirements of an EMI scheme is that an option holder is notified of the restrictions attached to the shares that they may acquire under option at the time the options are granted. However, what happens when a company wishes to alter or update the Articles of Association after options have already been granted?