The current advice, and as we know, this can all change but the current advice is that you could do the consultation process while they’re on furlough. You could get them to take their notice period while they’re on furlough. And then if you time it correctly then you could actually only be paying the top-up bit.
So, during the consultation period you can you would just pay them that 80% of salary, the furlough salary, or if you’re already paying 100% you would stay doing that. During the notice period, you would pay them at 100% of their salary but you’d be claiming back that 80 from the government.
So, it’s still a very cheap notice period that you have there. And then you’ve got the statutory redundancy bay that you can’t claim back at all.
