The JobKeeper scheme is due to finish on 28 March 2021, bringing to an end not only the financial subsidy but the ability for an employer to issue a JobKeeper enabling stand down direction requiring that an employee work reduced hours, or no hours at all. For employers that have not fully recovered from the impact of COVID-19, they will instead be reliant on the stand down provisions of the Fair Work Act 2009 (Cth) (the Act), which set a high bar for employers to meet, if they wish to direct employees to stand down without pay. In recent cases challenging the use of the stand down provisions under the Act by employers who did not qualify for the JobKeeper scheme, the Fair Work Commission has confirmed that employers may only stand down employees where there has been a complete stoppage of work. This must be more than a mere slowing or disruption of operations such as changed office hours, or less production. For employers forward planning the expiry of JobKeeper, they may need to consider other measures to manage their workforce given the narrow operation of the stand down provisions under the Act. This might include obtaining their employees’ consent to temporarily reducing their hours, or using their accrued annual or long service leave. In many cases, when all other avenues are exhausted, redundancies will unfortunately occur.