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  • Years:
  • I'm 18 years old
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  • Hair:
  • I've short curly hair
  • What is my figure type:
  • Muscular
  • Favourite drink:
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An employee can agree with their employer to change the terms of their contract to include lay-offs or short-time working. How long lay-offs or short-time working last will depend on what's been agreed in the employee's employment contract. Employees continue to build up 'accrue' holiday in the usual way during lay-offs and short-time working. Employees who are laid off or put on short-time working are entitled to pay for days they do no work at all.

This is called 'statutory guarantee pay' and is the legal minimum an employer must pay.

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If employees work part time, their entitlement is worked out in proportion to their part-time hours. To be eligible for guarantee pay, someone must be legally classed as an employee. While employees are laid off or put on short-time working, they might be eligible for Universal Credit or Jobseeker's Allowance. Employees may be eligible for one or both of these benefits.

Time limits

Employees can apply for redundancy and claim redundancy pay if they've been laid off or put on short-time working and receive less than half a week's pay for:. Find out more about applying for redundancy during a lay-off or short-time working on GOV. Employers must select employees for lay-offs or short-time working in a fair way. They must not treat employees differently because of their age, disability or any other protected characteristic.

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Please do not include any personal details, for example address or phone. If you have a question about your individual circumstances, call our helpline on We cannot respond to questions sent through this form.

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Breadcrumbs Home Advice Contracts, hours and pay Working hours. If an employer does not have enough work for their employees, they may need to consider: lay-offs sending employees home temporarily short-time working reducing employees' working hours These options may help avoid redundancies.

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But this should be a last resort for employers. Employers should consider other options first, for example, agreeing with employees to: take holiday work from home work more flexibly take unpaid leave When an employee can be laid off or put on short-time working By law, employers can lay off employees or put them on short-time working if it's either: included in the employee's employment contract custom and practice in your workplace, with clear evidence a national agreement for the industry an agreement between your workplace and a trade union agreed by the employer and employee to change the terms in the employment contract Changing the terms in an employment contract An employee can agree with their employer to change the terms of their contract to include lay-offs or short-time working.

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Time limits How long lay-offs or short-time working last will depend on what's been agreed in the employee's employment contract. There's no limit for how long an employee can be laid off or put on short-time working. Holiday entitlement Employees continue to build up 'accrue' holiday in the usual way during lay-offs and short-time working.

Pay during lay-offs and short-time working Employees should get full pay during lay-offs or short-time working, unless: it's agreed otherwise their contract allows unpaid or reduced pay Guarantee pay Employees who are laid off or put on short-time working are entitled to pay for days they do no work at all. Employers might offer a better guarantee pay scheme.

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Employees should check their contract. Eligibility To be eligible for guarantee pay, someone must be legally classed as an employee.

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They must also: have been employed continuously with the same employer for at least 1 month reasonably make sure they're available to work not refuse any reasonable alternative work not have been laid off because of industrial action Claiming benefits While employees are laid off or put on short-time working, they might be eligible for Universal Credit or Jobseeker's Allowance.

If employees get Universal Credit already, they might be able to get a higher amount.

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If they can, employees should: agree the work with their employer make sure they're not working for a competitor make sure they can return to their original job once the lay-off or short-time working ends Applying for redundancy Employees can apply for redundancy and claim redundancy pay if they've been laid off or put on short-time working and receive less than half a week's pay for: 4 or more weeks in a row 6 or more weeks in a week period Find out more about applying for redundancy during a lay-off or short-time working on GOV.

Avoiding discrimination Employers must select employees for lay-offs or short-time working in a fair way. Find out more about: protected characteristics, discrimination and the law if you're treated unfairly at work.

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