{"id":1854,"date":"2022-01-17T05:54:40","date_gmt":"2022-01-17T05:54:40","guid":{"rendered":"https:\/\/uk.legalvision.com.au\/?p=1854"},"modified":"2022-06-08T07:46:50","modified_gmt":"2022-06-08T06:46:50","slug":"lay-off-employee","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/lay-off-employee\/","title":{"rendered":"When Can I Lay Off an Employee in England and Wales?"},"content":{"rendered":"

As an employer, you may have experienced times where your work is quiet or, in the worst-case scenario, almost non-existent. Where there is a temporary change to your workflow, it can cause problems for you, as you have little or no work to give to staff. However, you may have options during these circumstances, one of which is to lay off staff. However, a temporary lay-off should be the last resort, and you are required to consider other options before choosing this. When you decide to lay off staff, you should be aware of the rules.\u00a0<\/span>This article will explain to you when you can lay off your employees. It will explain what a lay-off is and the rules associated with this, such as any entitlement to pay.<\/span><\/p>\n

What is a Lay-off?<\/h2>\n

Where you do not have enough work for your employees, you have the right to ask them for a temporary period not to come to work. Where you ask your employees to do this for one working day or more, it is considered a lay-off.<\/span><\/p>\n

You should only lay off your employees as a last resort, potentially to avoid redundancies. Before deciding upon a lay-off, you should consider other courses of action that you must discuss with your employees. These are to:<\/span><\/p>\n