The Pandemic Unemployment Payment Scheme is available to employees and self- employed people who have lost their employment and the income from that employment due to the pandemic, and who satisfy the other qualifying conditions of the scheme.
From the outset of Covid-19, many employers will have taken the initiative, in line with requests from the Government, to be as flexible as possible in giving staff time off and working patterns that enable them to look after their children who are not attending school or crèche. Employers have a general duty of care towards their workers and that care is often expressed in the form of negotiation, compromise and flexibility. Some of the options to be considered for workers with caring responsibilities that preclude them from working their normal hours or patterns include allowing employees to work from home, altering shifts or allowing employees to rearrange holidays or parental leave.
While employers cannot in principle be forced to keep paying or to keep in their employment workers who are not available to work for them, Government as well as Trade Unions and employer associations, has been encouraging all employers to be as flexible and supportive as possible in the circumstances with a view to maintaining good employment relationships over the long term. Any employees affected by the lack of childcare are strongly encouraged to engage with their employer in the first instance with a view to exploring all options available to enable them to return to, or continue with, work where possible.
Where a person in these circumstances is not able to avail of another leave or benefit, is not being paid by their employer and they are experiencing financial hardship may be able to access short term support available under the means tested Supplementary Welfare Allowance.
I trust this clarifies the position.
