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As the national furlough scheme is being tapered to a close, the prospect of mass redundancies in many sectors of our economy seems inevitable. For many organisations, making staff redundant will be critical to their survival.

Some of those lay-offs might be avoidable if employers have the flexibility to change the terms and conditions under which their workforce is employed. However, it is critical that any attempts to alter the contractual terms of employment are lawful. Failure to do so could leave employers open to employment disputes and potential claims.

One of our key business partners, 3PB Barristers, have taken a closer look at this issue and provided us with some detailed guidance on the subject.

The summary, available to download here, has been drafted by Craig Ludlow who is Head of 3PB’s Employment and Discrimination Law Group. Craig is a highly experienced barrister who works exclusively on claims relating to employment, acting for both employers and for claimants.


The law and guidance relating to the contents of this document are constantly evolving. All reasonable endeavours have been used to ensure that this document is correct as of the date it was written. This document should not be taken as legal advice and should not be relied on as such by anyone. Neither 3PB Barristers nor the individuals accredited with writing this documents are providing any legal advice to ARAG or their policyholders by providing them with this information. Anyone considering this document should take legal advice before taking any action. ARAG policyholders should not rely on this document as a substitute for contacting the legal advice helpline.


Disclaimer - all information in this article was correct at time of publishing.


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