What about other Companies House filings?
The Bill allows the Secretary of State to make regulations to temporarily extend various filing date deadlines for companies. These include deadlines for filings accounts, confirmation statements, charges register, director and secretary appointments and resignations. The extended period must not exceed 42 days where the existing period is up to 21 days, or 12 months where the existing period is 3, 6 or 9 months.
Related FAQs
We have developed a Toolkit to help with these issues. The Toolkit contains:
- LO1 How to Guide: Lay off and short time working
- LO2 Letter directing employee to take annual leave
- LO3 Letter confirming lay off (contractual right)
- LO4 Letter confirming short time working (contractual right)
- LO5 Letter proposing lay off (no contractual right)
- LO6 Letter proposing short time working (no contractual right)
- LO7 Counter notice disputing entitlement to claim redundancy payment
- LO8 Script for announcing lay off or short time working (contractual right)
- LO9 Script for announcing lay off or short time working (no contractual right)
- LO10 Letter proposing reduction in working hours and pay
The cost of this Toolkit is £500 plus vat. If you would like to find out more about the Toolkit, please speak to your usual Ward Hadaway employment contact, or get in touch one of the contacts at the bottom of this page.
The recommendation is every 3 years, however it is recommended that MHFAs receive regular ongoing training and support.
You should speak to your advisors. We do not know presently how existing petitions will be dealt with by the Court. We do know that if any winding up order is made (based on a petition presented after 27 April), it could be found to be void and a creditor may face challenges. Even for petitions presented before 27th April, there is a risk that the Court will not be keen to make a winding up order so it is important that you look at the facts of your debt and weigh up all of the factors before deciding how to proceed.
The Government introduced shielding in the peak of the pandemic. Current advice is that shielding is not required. However, those who have been shielding are likely to be the most vulnerable and will likely be nervous about a return to work. They may also be disabled under the Equality Act 2010. You should therefore consider any concerns that are expressed and take action to mitigate any risks. For example, it may be possible to keep these employees on furlough until the scheme runs out or they may be able to work from home. If you would like to discuss any specific scenarios then please contact one of the team.
As a result of the CJRS being extended, the Job Retention Bonus will no longer be paid in February 2021.