ok

Legal front probably doesn't help much anyway but unless it's voluntary (or there's some term in the contract) he ought to be getting full pay in principle.

I'd get a marker down somehow that he doesn't agree that it is "unpaid leave" so that he can preserve any claim for back pay.

There's the SSP angle but I'm assuming that's less than full pay.

Benefits aren't my thing but worth speaking with them about in-work benefits and to see if he qualifies for those. They're meant to be making it easier to claim but I'd imagine resources are going to be incredibly stretched so I have no feel for how it's going to work in practice.

Note a continuous period of lay-off can trigger a redundancy scenario (4wks?) which might not help him much in terms of entitlements to redundancy pay if he hasn't been there long enough, but would at least mean he hasn't left the job voluntarily for the purposes of jobseekers benefits etc.

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(he should definitely have a chat with his bank re any credit cards, mortgage, loan repayments etc)

Sorry probably not much help.

Posted By: CWC, Mar 18, 10:34:32