{"id":285,"date":"2020-10-19T15:36:49","date_gmt":"2020-10-19T21:36:49","guid":{"rendered":"https:\/\/idsinc.com\/?p=285"},"modified":"2022-02-07T13:40:44","modified_gmt":"2022-02-07T19:40:44","slug":"que-significa-el-permiso-2-0-para-los-empleadores-del-reino-unido","status":"publish","type":"post","link":"https:\/\/idsinc.com\/es\/furlough-2-0-what-does-it-mean-for-uk-employers\/","title":{"rendered":"Licencia 2.0: \u00bfQu\u00e9 significa para los empleadores del Reino Unido?"},"content":{"rendered":"<!-- wp:themify-builder\/canvas \/-->\n\n\n<p class=\"wp-block-paragraph\">Por Miriam Bruce el 19\/10\/20 5:55 p. m.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Despu\u00e9s de nuestro art\u00edculo m\u00e1s reciente sobre \u201cel final del esquema de licencia\u201d, quer\u00eda completar mejor la discusi\u00f3n al incluir una perspectiva legal muy necesaria aqu\u00ed en Inglaterra. Una elecci\u00f3n obvia en este esfuerzo fue amigo y compa\u00f1ero, <\/em><a href=\"https:\/\/www.mayerbrown.com\/en\/people\/b\/bruce-miriam?tab=overview\"><em>Miriam Bruce, Socia del grupo de Empleo de Mayer Brown<\/em><\/a><em> en Londres. Miriam es conocedora, accesible, pragm\u00e1tica y muy apreciada entre sus clientes y colegas.<\/em><\/p>\n\n\n\n<!--more-->\n\n\n\n<p class=\"wp-block-paragraph\"><em>Miriam se ocupa de una amplia gama de asuntos de derecho laboral contenciosos y no contenciosos y act\u00faa para clientes en una variedad de sectores, incluidos los seguros, los servicios financieros, el comercio minorista y la fabricaci\u00f3n.<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Como se establece en <a href=\"https:\/\/content.idiscoverysolutions.com\/blog\/the-end-is-near-for-the-u.k.s-furlough-scheme\">Blog anterior de IDS<\/a>, el plan de licencias del Reino Unido est\u00e1 a punto de terminar. El Canciller ahora ha anunciado su &quot;Furlough 2.0&quot;, un programa de subsidio salarial llamado Esquema de Apoyo Laboral (&quot;JSS&quot;). El objetivo, por supuesto, es ayudar a los empleadores del Reino Unido a capear la continua tormenta de COVID-19, con la esperanza de salvar puestos de trabajo o al menos evitar despidos masivos cuando finalice el actual plan de licencias el 31 de octubre. De manera \u00fatil, los empleadores que no hayan usado previamente la licencia pueden beneficiarse de JSS y los empleadores que retienen al personal bajo JSS tambi\u00e9n pueden reclamar el bono de retenci\u00f3n de empleo de \u00a3 1,000. Sin embargo, a diferencia del enfoque general del esquema de licencia, JSS tiene un enfoque m\u00e1s matizado y enfocado. En primer lugar, parece apuntar a las peque\u00f1as y medianas empresas (&quot;PYME&quot;), y las empresas m\u00e1s grandes solo pueden beneficiarse en determinadas circunstancias. En segundo lugar, el JSS solo estar\u00e1 disponible para los empleados que trabajan una parte de su tiempo y no beneficiar\u00e1 por completo a los despedidos. Adem\u00e1s, el apoyo del gobierno ahora se establece en un m\u00e1ximo de hasta 22% del salario tope de un empleado, a diferencia de 80% al comienzo de la licencia.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">El plan tendr\u00e1 una duraci\u00f3n de seis meses a partir del 1 de noviembre de 2020 y est\u00e1 disponible para los empleados cuyas horas se hayan reducido debido a la disminuci\u00f3n de la demanda, siempre que trabajen al menos un tercio de su horario laboral normal. El empleador pagar\u00e1 la parte que se trabaje y por las horas no trabajadas, el empleador y el gobierno pagar\u00e1n un tercio cada uno, sobre la base del salario m\u00e1ximo de \u00a3697,92 por mes. Todas las pymes ser\u00e1n elegibles para participar en el Esquema, sin embargo, las grandes empresas solo ser\u00e1n elegibles si su facturaci\u00f3n ha disminuido debido a COVID-19. Estamos a la espera de m\u00e1s detalles sobre el nivel en el que se establecer\u00e1 el umbral de rotaci\u00f3n.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">El Plan tiene paralelismos con conceptos similares que ya est\u00e1n funcionando con \u00e9xito en otros pa\u00edses, incluido el plan de &quot;tiempo reducido de trabajo&quot; de Alemania (que proporciona a los trabajadores cuyas horas se han reducido con un complemento del gobierno alem\u00e1n) y el &quot;plan de desempleo&quot; de Francia ( en el que el Gobierno franc\u00e9s ha acordado pagar el 93 por ciento del salario neto de un empleado, independientemente de si trabaja a tiempo completo). Dado que actualmente hay m\u00e1s de dos millones de empleados en el Reino Unido que a\u00fan est\u00e1n en licencia y con el n\u00famero R en aumento, este anuncio es oportuno para las pymes del Reino Unido.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Queda mucho por aclarar con respecto al JSS y, como vimos con el esquema de licencia, el diablo est\u00e1 a menudo en los detalles y la legislaci\u00f3n resultante a menudo puede diferir en aspectos importantes de lo que parece ser el caso de los anuncios del Gobierno. Queda por ver si ser\u00e1 suficiente para evitar la ola de despidos que se ha pronosticado. Claramente, es menos generoso para los empleadores que el plan de licencia, ya que deber\u00e1n cubrir la parte del le\u00f3n del salario de sus empleados por trabajo reducido y no ofrece asistencia a los empleados para los que no hay trabajo significativo disponible. Como tal, una reducci\u00f3n en la escala de despidos parece m\u00e1s probable que evitarlos por completo. De hecho, un informe reciente de la Oficina de Estad\u00edsticas Nacionales ha confirmado que los despidos en el Reino Unido han alcanzado su nivel m\u00e1s alto desde 2009.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dado el alcance mucho m\u00e1s limitado de JSS y el creciente n\u00famero de despidos (que parece probable que aumente a\u00fan m\u00e1s a pesar de la introducci\u00f3n de JSS), parece inevitable que veamos un aumento en los litigios presentados por empleados que se van contra su empleador. Despu\u00e9s de todo, esto es lo que sucedi\u00f3 despu\u00e9s de la crisis financiera mundial de 2008. Si los despidos est\u00e1n en el horizonte, una planificaci\u00f3n cuidadosa sin duda ayudar\u00e1 a los empleadores a mitigar el riesgo de reclamos exitosos, incluida la consideraci\u00f3n de alternativas a la p\u00e9rdida de puestos de trabajo en una etapa temprana (como sab\u00e1ticos remunerados o no remunerados, cambios de salario o beneficios y cambios en las horas de trabajo), as\u00ed como tener en cuenta las obligaciones legales en caso de que se requieran despidos (como la consulta colectiva). Esta fase de planificaci\u00f3n tambi\u00e9n debe extenderse para garantizar que los involucrados en la planificaci\u00f3n e implementaci\u00f3n de un ejercicio est\u00e9n capacitados en los aspectos clave de un proceso de despido, incluida la importancia de consultar con el personal, considerar alternativas al despido y tener cuidado de registrar las propuestas y decisiones corporativas adecuadamente por escrito. . Si los asuntos se vuelven pol\u00e9micos, todos los registros escritos (ya sean electr\u00f3nicos o escritos) podr\u00edan terminar en manos de un empleado descontento o ante un Tribunal, ya sea a trav\u00e9s de la divulgaci\u00f3n o una solicitud de acceso del interesado. La documentaci\u00f3n de mala calidad podr\u00eda crear dificultades insuperables para un empleador involucrado en un litigio. Si, por otro lado, esos documentos contempor\u00e1neos han registrado de manera adecuada y diligente el proceso de despido de un empleador, entonces esto ayudar\u00e1 a un empleador a defender su posici\u00f3n y procesos con firmeza.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>miriam bruce<\/strong><em>Compa\u00f1ero \/ <\/em><a href=\"https:\/\/www.mayerbrown.com\/en\">Mayer Brown International LLP<\/a><br><a href=\"https:\/\/www.linkedin.com\/company\/mayer-brown\">LinkedIn<\/a>&nbsp;|&nbsp;<a href=\"https:\/\/twitter.com\/Mayer_Brown\">Gorjeo<\/a>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em><strong>iDiscovery Solutions es una firma de consultor\u00eda estrat\u00e9gica, tecnolog\u00eda y servicios expertos que ofrece soluciones personalizadas de eDiscovery, desde an\u00e1lisis forense digital hasta testimonios de expertos para bufetes de abogados y corporaciones en los Estados Unidos y Europa.<\/strong><\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"<p>By Miriam Bruce on 10\/19\/20 5:55 PM Following our most recent piece on &#8220;the end of the Furlough Scheme&#8221;, I wanted to better round out the discussion by including some much needed legal perspective here in England. An obvious choice in this endeavor was friend and peer, Miriam Bruce, Partner in Mayer Brown\u2019s Employment group [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":2396,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10],"tags":[],"class_list":["post-285","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","has-post-title","has-post-date","has-post-category","has-post-tag","has-post-comment","has-post-author",""],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.6 (Yoast SEO v27.6) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Furlough 2.0: What does it mean for employers? - iDiscovery Solutions<\/title>\n<meta name=\"description\" content=\"iDS weighs in on the newly announced \u201cFurlough 2.0\u201d - a wage subsidy programme that aims to help UK employers weather the COVID-19 storm.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/idsinc.com\/es\/que-significa-el-permiso-2-0-para-los-empleadores-del-reino-unido\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Furlough 2.0 - What Does it Mean for UK Employers?\" \/>\n<meta property=\"og:description\" content=\"iDS weighs in on the newly announced \u201cFurlough 2.0\u201d - a wage subsidy programme that aims to help UK employers weather the COVID-19 storm.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/idsinc.com\/es\/que-significa-el-permiso-2-0-para-los-empleadores-del-reino-unido\/\" \/>\n<meta property=\"og:site_name\" content=\"iDiscovery Solutions\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/iDiscovery-Solutions-110210573904472\" \/>\n<meta property=\"article:published_time\" content=\"2020-10-19T21:36:49+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-02-07T19:40:44+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/idsinc.com\/wp-content\/uploads\/2020\/07\/iDS-NewLogoBlogImages-202016.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2500\" \/>\n\t<meta property=\"og:image:height\" content=\"1250\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Miriam Bruce\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Escrito por\" \/>\n\t<meta name=\"twitter:data1\" content=\"Miriam Bruce\" \/>\n\t<meta name=\"twitter:label2\" content=\"Tiempo de lectura\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutos\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/idsinc.com\\\/furlough-2-0-what-does-it-mean-for-uk-employers\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/idsinc.com\\\/furlough-2-0-what-does-it-mean-for-uk-employers\\\/\"},\"author\":{\"name\":\"Miriam Bruce\",\"@id\":\"https:\\\/\\\/idsinc.com\\\/en_gb\\\/#\\\/schema\\\/person\\\/d57d2330eaa06e99ead415b305de5919\"},\"headline\":\"Furlough 2.0 &#8211; What Does it Mean for UK Employers?\",\"datePublished\":\"2020-10-19T21:36:49+00:00\",\"dateModified\":\"2022-02-07T19:40:44+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/idsinc.com\\\/furlough-2-0-what-does-it-mean-for-uk-employers\\\/\"},\"wordCount\":938,\"publisher\":{\"@id\":\"https:\\\/\\\/idsinc.com\\\/en_gb\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/idsinc.com\\\/furlough-2-0-what-does-it-mean-for-uk-employers\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/idsinc.com\\\/wp-content\\\/uploads\\\/2020\\\/07\\\/iDS-NewLogoBlogImages-202016.jpg\",\"articleSection\":[\"Blog\"],\"inLanguage\":\"es\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/idsinc.com\\\/furlough-2-0-what-does-it-mean-for-uk-employers\\\/\",\"url\":\"https:\\\/\\\/idsinc.com\\\/furlough-2-0-what-does-it-mean-for-uk-employers\\\/\",\"name\":\"Furlough 2.0: What does it mean for employers? 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