{"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":"quest-ce-que-cela-signifie-pour-les-employeurs-britanniques","status":"publish","type":"post","link":"https:\/\/idsinc.com\/fr\/furlough-2-0-what-does-it-mean-for-uk-employers\/","title":{"rendered":"Furlough 2.0 - Qu&#039;est-ce que cela signifie pour les employeurs britanniques ?"},"content":{"rendered":"<!-- wp:themify-builder\/canvas \/-->\n\n\n<p class=\"wp-block-paragraph\">De Miriam Bruce le 19\/10\/20 17:55<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Suite \u00e0 notre article le plus r\u00e9cent sur &quot;la fin du r\u00e9gime de cong\u00e9&quot;, je voulais mieux compl\u00e9ter la discussion en incluant une perspective juridique indispensable ici en Angleterre. Un choix \u00e9vident dans cette entreprise \u00e9tait ami et pair, <\/em><a href=\"https:\/\/www.mayerbrown.com\/en\/people\/b\/bruce-miriam?tab=overview\"><em>Miriam Bruce, partenaire du groupe d&#039;emploi de Mayer Brown<\/em><\/a><em> \u00e0 Londres. Miriam est bien inform\u00e9e, accessible, pragmatique et tenue en haute estime par ses clients et ses coll\u00e8gues.<\/em><\/p>\n\n\n\n<!--more-->\n\n\n\n<p class=\"wp-block-paragraph\"><em>Miriam traite un large \u00e9ventail de questions contentieuses et non contentieuses en droit du travail et repr\u00e9sente des clients dans divers secteurs, notamment les assurances, les services financiers, la vente au d\u00e9tail et la fabrication.<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Comme indiqu\u00e9 dans <a href=\"https:\/\/content.idiscoverysolutions.com\/blog\/the-end-is-near-for-the-u.k.s-furlough-scheme\">Le blog pr\u00e9c\u00e9dent d&#039;IDS<\/a>, le r\u00e9gime de cong\u00e9 du Royaume-Uni est sur le point de se terminer. Le chancelier a maintenant annonc\u00e9 son &quot;Furlough 2.0&quot; - un programme de subventions salariales appel\u00e9 Job Support Scheme (&quot;JSS&quot;). L&#039;objectif, bien s\u00fbr, est d&#039;aider les employeurs britanniques \u00e0 traverser la temp\u00eate COVID-19, dans l&#039;espoir de sauver des emplois ou au moins d&#039;\u00e9viter des licenciements massifs lorsque le r\u00e9gime actuel de cong\u00e9 prendra fin le 31 octobre. De mani\u00e8re utile, les employeurs qui n&#039;ont pas utilis\u00e9 de cong\u00e9 auparavant peuvent b\u00e9n\u00e9ficier du JSS et les employeurs qui conservent du personnel sous le JSS peuvent \u00e9galement r\u00e9clamer la prime de maintien dans l&#039;emploi de 1 000 \u00a3. Cependant, contrairement \u00e0 l&#039;approche globale du r\u00e9gime de cong\u00e9, JSS a une approche plus nuanc\u00e9e et cibl\u00e9e. Premi\u00e8rement, il semble cibler les petites et moyennes entreprises (\u00abPME\u00bb), les grandes entreprises ne pouvant en b\u00e9n\u00e9ficier que dans certaines circonstances. Deuxi\u00e8mement, le JSS ne sera disponible que pour les salari\u00e9s qui travaillent une partie de leur temps et ne profitera pas enti\u00e8rement \u00e0 ceux qui ont \u00e9t\u00e9 licenci\u00e9s. Par ailleurs, l&#039;aide de l&#039;Etat est d\u00e9sormais fix\u00e9e au maximum \u00e0 22% du salaire plafonn\u00e9 d&#039;un salari\u00e9, contre 80% en d\u00e9but de ch\u00f4mage partiel.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le r\u00e9gime durera six mois \u00e0 compter du 1er novembre 2020 et est accessible aux salari\u00e9s dont les heures ont \u00e9t\u00e9 r\u00e9duites en raison d&#039;une baisse de la demande, \u00e0 condition qu&#039;ils travaillent au moins un tiers de leur temps de travail normal. L&#039;employeur paiera la partie travaill\u00e9e et pour les heures non travaill\u00e9es, l&#039;employeur et le gouvernement paieront un tiers chacun, sur la base d&#039;un salaire plafonn\u00e9 \u00e0 697,92 \u00a3 par mois. Toutes les PME seront \u00e9ligibles pour participer au programme, mais les grandes entreprises ne seront \u00e9ligibles que si leur chiffre d&#039;affaires a chut\u00e9 en raison du COVID-19. Nous attendons plus de d\u00e9tails sur le niveau auquel le seuil de chiffre d&#039;affaires va \u00eatre fix\u00e9.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le r\u00e9gime pr\u00e9sente des parall\u00e8les avec des concepts similaires d\u00e9j\u00e0 mis en place et fonctionnant avec succ\u00e8s dans d&#039;autres pays, notamment le r\u00e9gime allemand de \u00ab\u00a0ch\u00f4mage \u00e0 temps r\u00e9duit\u00a0\u00bb (qui offre aux travailleurs dont les heures ont \u00e9t\u00e9 r\u00e9duites un compl\u00e9ment du gouvernement allemand) et le \u00ab\u00a0r\u00e9gime de ch\u00f4mage\u00a0\u00bb de la France ( dans laquelle le gouvernement fran\u00e7ais a accept\u00e9 de verser 93\u00a0% du salaire net d&#039;un employ\u00e9, qu&#039;il travaille ou non \u00e0 temps plein). \u00c9tant donn\u00e9 qu&#039;il y a actuellement plus de deux millions d&#039;employ\u00e9s britanniques toujours en cong\u00e9 et que le nombre R est en augmentation, cette annonce tombe \u00e0 point nomm\u00e9 pour les PME britanniques.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Beaucoup reste flou en ce qui concerne le JSS et, comme nous l&#039;avons vu avec le r\u00e9gime de cong\u00e9, le diable est souvent dans les d\u00e9tails et la l\u00e9gislation qui en r\u00e9sulte peut souvent diff\u00e9rer sur des points importants de ce qui semble \u00eatre le cas dans les annonces du gouvernement. Reste \u00e0 savoir si cela suffira \u00e0 conjurer la vague de licenciements annonc\u00e9e. Il est clairement moins g\u00e9n\u00e9reux pour les employeurs que le r\u00e9gime de ch\u00f4mage partiel car ils devront payer la part du lion de la r\u00e9mun\u00e9ration de leurs employ\u00e9s pour un travail r\u00e9duit et n&#039;offre aucune aide aux employ\u00e9s pour lesquels il n&#039;y a pas de travail significatif disponible. En tant que tel, une r\u00e9duction de l&#039;ampleur des licenciements semble plus probable que de les \u00e9viter enti\u00e8rement. En effet, un r\u00e9cent rapport de l&#039;Office for National Statistics a confirm\u00e9 que les licenciements au Royaume-Uni ont atteint leur plus haut niveau depuis 2009.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Compte tenu de la port\u00e9e beaucoup plus limit\u00e9e du JSS et du nombre croissant de licenciements (qui semble susceptible d&#039;augmenter encore malgr\u00e9 l&#039;introduction du JSS), il semble in\u00e9vitable que nous assistions \u00e0 une augmentation des litiges intent\u00e9s par les employ\u00e9s qui partent contre leur employeur. C&#039;est, apr\u00e8s tout, ce qui s&#039;est pass\u00e9 apr\u00e8s la crise financi\u00e8re mondiale de 2008. Si des licenciements se profilent \u00e0 l&#039;horizon, une planification minutieuse aidera sans aucun doute les employeurs \u00e0 att\u00e9nuer le risque de succ\u00e8s des r\u00e9clamations, notamment en envisageant des alternatives aux pertes d&#039;emploi \u00e0 un stade pr\u00e9coce (comme les cong\u00e9s sabbatiques pay\u00e9s ou non, les changements de r\u00e9mun\u00e9ration ou d&#039;avantages et les modifications des horaires de travail) ainsi que la prise en compte d&#039;\u00e9ventuelles obligations l\u00e9gales en cas de licenciement (telle que la concertation collective). Cette phase de planification devrait \u00e9galement s&#039;\u00e9tendre pour s&#039;assurer que les personnes impliqu\u00e9es dans la planification et la mise en \u0153uvre d&#039;un exercice sont form\u00e9es aux aspects cl\u00e9s d&#039;un processus de licenciement, y compris l&#039;importance de consulter le personnel, d&#039;envisager des alternatives au licenciement et de prendre soin d&#039;enregistrer les propositions et les d\u00e9cisions de l&#039;entreprise de mani\u00e8re appropri\u00e9e par \u00e9crit. . Si les questions deviennent litigieuses, tous les documents \u00e9crits (qu&#039;ils soient \u00e9lectroniques ou \u00e9crits) pourraient se retrouver entre les mains d&#039;un employ\u00e9 m\u00e9content ou devant un tribunal, soit par divulgation, soit par une demande d&#039;acc\u00e8s aux donn\u00e9es. Une documentation de mauvaise qualit\u00e9 pourrait cr\u00e9er des difficult\u00e9s insurmontables pour un employeur impliqu\u00e9 dans un litige. Si, d&#039;un autre c\u00f4t\u00e9, ces documents contemporains ont enregistr\u00e9 correctement et avec diligence le processus de licenciement d&#039;un employeur, cela aidera l&#039;employeur \u00e0 d\u00e9fendre sa position et ses processus de mani\u00e8re solide.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Miriam Bruce<\/strong><em>Partenaire \/ <\/em><a href=\"https:\/\/www.mayerbrown.com\/en\">Mayer Brown International SENCRL<\/a><br><a href=\"https:\/\/www.linkedin.com\/company\/mayer-brown\">LinkedIn<\/a>&nbsp;|&nbsp;<a href=\"https:\/\/twitter.com\/Mayer_Brown\">Twitter<\/a>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em><strong>iDiscovery Solutions est une soci\u00e9t\u00e9 de conseil strat\u00e9gique, de technologie et de services d&#039;experts - fournissant des solutions personnalis\u00e9es d&#039;eDiscovery allant de la criminalistique num\u00e9rique au t\u00e9moignage d&#039;expert pour les cabinets d&#039;avocats et les entreprises aux \u00c9tats-Unis et en Europe.<\/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\/fr\/quest-ce-que-cela-signifie-pour-les-employeurs-britanniques\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\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\/fr\/quest-ce-que-cela-signifie-pour-les-employeurs-britanniques\/\" \/>\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=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"Miriam Bruce\" \/>\n\t<meta name=\"twitter:label2\" content=\"Dur\u00e9e de lecture estim\u00e9e\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\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\":\"fr-FR\"},{\"@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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