The End of Furlough, Redundancy, and Its Implications For Cancer Survivors

In this article, WWC Associate Génevie Kuiper-Isaacson, provides some useful information for cancer survivors on what may happen now the furlough scheme has ended.

‘At the end of September 2021, the Furlough scheme came to an end at which point there were 1.8 million people still claiming furlough, equating to 1 in 20 people who were active in the workforce. This is a significant reduction from May 2020, when 9 million people were registered for furlough. There is no doubt that the furlough scheme has been a success and has helped small and big businesses retain their employees during the pandemic. Life by and large seems to be heading back to some kind of normality, with a significant number of adults having had the Covid vaccine and a booster being rolled out in the autumn and winter.

Employees are making their way back to offices and workplaces which is starting to stimulate the economy and small business surrounding these workplaces. According to the office of National Statistics (ONS), a record number of job vacancies are now available in the UK.

However, there is a caveat to all of this; we are also nearing winter when temperatures drop and covid cases are once again likely to rise as well as hospitalisations. Businesses may reluctantly find themselves reverting to lockdown status or something similar …..’

By Genevie Issacson

At the end of September 2021, the Furlough scheme came to an end at which point there were 1.8 million people still claiming furlough, equating to 1 in 20 people who were active in the workforce.

This is a significant reduction from May 2020, when 9 million people were registered for furlough. There is no doubt that the furlough scheme has been a success and has helped small and big businesses retain their employees during the pandemic.

Life by and large seems to be heading back to some kind of normality, with a significant number of adults having had the Covid vaccine and a booster being rolled out in the autumn and winter.

The government has announced that a number of measures would be imposed before a lockdown would be considered. These would include increased public health messaging, the re-imposing of mandates for masks to be worn in certain spaces, work from home instructions and the introduction of vaccine passports.

The pertinent question then is: what now? Many businesses will find themselves in a financial predicament after the furlough scheme has ended, where the only viable option might seem to be reducing the number of employees. Is this then the only route available to employers or are there other steps an employer can take?

In the meantime, for those going through cancer treatment or living with the after effects of cancer and/or treatment, these are very stressful, emotional and uncertain times. Knowing your rights is paramount as employers are considering their options.

What happens if I have had cancer or am going through cancer treatment and redundancies are being made?

Having a disability and protected status under the Equality Act 2010, does not make employees immune to redundancy. If an employer can show good cause, for example, that a reduction in costs and/or a reduction in workforce or a restructure of the business is necessitated for its survival, the redundancy will be fair. All employees will fall within the selection criteria irrespective of their disability, which includes those who have cancer or going through treatment. As long as the employer can show that the employee was selected despite his / her disability, the redundancy would be fair.

That said, if you feel too unwell to go through a redundancy process, for example, to put yourself forward for selection for an available role or to prepare an application or CV, you can ask for the process to be postponed for yourself as a reasonable adjustment.

If this request is refused, or if you feel the redundancy is unfair, or you feel you have been selected for redundancy because of your disability, you should contact the ACAS helpline, Working With Cancer or a legal expert for advice.

Other options you might ask your employer to consider as reasonable adjustments – ether on a permanent or temporary basis (except in the case of point 5.) – depending on your contract and the circumstances are:

Requesting or agreeing to flexible or part time working
Requesting a change of role/duties/department
Taking an unpaid sabbatical or career break
Agreeing to a pay freeze or cut
Taking early or medical retirement

Before making any decision that will affect your finances and your long-term wellbeing you should always consult an independent financial advisor. You should also take legal advice if you feel you are being treated unfairly by your employer or if you are asked to agree to amendments to your contract.

The Useful Links section of the WWC website has details of organisations which can provide you with financial and legal advice or feel free to call us on 07910 835585 or email us at admin@workingwithcancer.co.uk.