The Coronavirus Job Retention Scheme has been extended until 30 September 2021 and the level of grant available to employers under the scheme will stay the same until 30 … Being on furlough means that legally, you are still employed. Information about if your employee is unable to work because they have caring responsibilities resulting from coronavirus (COVID-19) has been updated. The Government says you can re-apply to your previous employer if your new boss cannot help, however this will mean quitting your job. Below is a timeline showing how the Government support changes each month from July 2020 through to September 2021. With a government roadmap in place to ease UK lockdown restrictions, employers are now looking at how they can end furlough, either by bringing employees back to work or letting them go. If, however, employers want to furlough employees for business reasons and they are currently off sick, they are eligible to do so, as with other employees. How has the furlough scheme changed and will it be extended again? The scheme has been extended. Information call out updated to state that the scheme is being extended until 31 March 2021. Subject to eligibility this includes those self-isolating or clinically extremely vulnerable because of coronavirus. "The scheme is intended to keep people in employment," Slater and Gordon employment lawyer, Danielle Parsons explains. The transferred employees must have been: If you are part of a change in ownership where the TUPE or PAYE business succession rules apply, then you should make sure that the information needed for future claims under the Coronavirus Job Retention Scheme is passed on. Sections ‘If your employee is working reduced hours’, ‘If you made employees redundant or they stopped working for you on or after 28 Feb 2020’, ‘If you made employees redundant or they stopped working for you on or after 19 March 2020’ removed. When the Furlough scheme rules were first made available on 25 th March 2020, the government website stated that ‘fees, commission and bonus’ were not recoverable for employees placed upon Furlough leave. Information about if your employee becomes sick while furloughed has been amended to remove outdated information. If you have more than one employer then you can be furloughed for both your jobs. You must have made a PAYE Real Time Information (RTI) submission to HMRC between 20 March 2020 and 30 October 2020, notifying a payment of earnings for that employee. Anything your company pays you on top of this amount can be covered by the government furlough scheme up to £2,500 per month. For many, the only alternative would be to let go of workers as they simply cannot afford to pay them. Employers are required to pay SSP themselves, although may qualify for a rebate for up to 2 weeks of SSP if the sickness is related to coronavirus. The figures underline the huge in demand for Government support from firms that would have otherwise made large numbers of workers redundant. The information call out at the top of the page has been updated with the changes to the scheme. The extended furlough scheme will operate as the previous one, so for hours not worked by the employee, the government will pay 80% of wages up to a cap of £2,500. The employer can then top up the remaining 20% - though many have chosen not to. Your rights during coronavirus crisis, the Government says you should apply for universal credit, which has been given a £1,000 boost due to coronavirus, When will furlough payments start? If you want to take on some temporary work, you should contact your boss or the HR department at work to check your contract. Page updated with information about how the Coronavirus Job Retention Scheme is changing. This page will be updated to include the rules relating to the scheme extension shortly. Grants under the scheme are not counted as ‘access to public funds’, and you can furlough employees on all categories of visa. For example, an employee can go on furlough for three weeks, return for one week, and then go back on furlough for a further three weeks. Find out which employees you can put on furlough and claim for through the Coronavirus Job Retention Scheme. It is up to employers to decide if they will move these employees onto SSP or to keep them on furlough, at their furloughed rate. This applies as long as your employee was employed by you on 23 September 2020 and you made a PAYE Real Time Information (RTI) submission to HMRC between 20 March 2020 and 30 October 2020, notifying a payment of earnings for that employee. For claim periods relating to November, you can continue to claim for a furloughed employee who is serving a statutory notice period, however grants cannot be used to substitute redundancy payments. The information call out at the top of the page has been updated with the changes to the scheme from 1 September. You don't need to do anything. The delay between applications and money being transferred is caused by the need to carry out fraud checks and process payments. Full time employees working a five day week must receive 28 days - or 5.6 weeks - paid annual leave a year. It's not available to the self-employed. Your employee is eligible for the grant and can be furloughed, if they are unable to work, including from home or working reduced hours because they: If your employee is on sick leave or self-isolating as a result of coronavirus, they may be able to get Statutory Sick Pay (SSP). We also use cookies set by other sites to help us deliver content from their services. When you subscribe we will use the information you provide to send you these newsletters. Find out more about how the scheme is changing. If an employee has had multiple employers over the past year, has only worked for one of them at any one time, and is being furloughed by their current employer, their former employers should not re-employ them, put them on furlough and claim for their wages through the scheme. Under current rules, employees on furlough get 80% of their usual salary, up to £2,500 a month, for hours not worked until the end of June. More than nine million workers are expected to be furloughed under the government's jobs retention scheme (JRS), worrying new figures reveal. Under the rules of furlough, it is clear that in order to be eligible to be claimed for under the CJRS, an employee cannot undertake work for or on behalf of the employer’s organisation, or any organisation linked or associated with the employer’s organisation whilst on furlough. You can change your cookie settings at any time. It's part of wider plans to help keep the economy stable - as a rise in unemployment coupled with businesses going bust, can help spark a recession. It may be open to negotiation. The FIFA 21 FUT Champions Weekend League rewards have been updated following the launch of the FUT 21 Team of the Season (TOTS) promo, with TOTS packs and TOTW player picks now included. If you're unable to cover your bills in the meantime, the Government says you should apply for universal credit, which has been given a £1,000 boost due to coronavirus. Furloughed employees should be encouraged to undertake training. A large of employers from pubs and shops to football clubs have put their workers on furlough - but what does it mean and how can it protect you during the coronavirus crisis? Chancellor Rishi Sunak is expected to make an announcement about the government’s furlough scheme today (29 May), with reports suggesting employers will be asked to pay a contribution. This guidance has been updated with details of how to claim for periods after 1 November 2020. The new employer can claim for employees transferred between 1 September 2020 and 30 April 2021. However, in doing this, they must not provide services to or generate revenue for, or on behalf of your organisation or a linked or associated organisation. It's also available to those on zero-hour or temporary contracts and those who have recently lost a new job. If employers keep the sick furloughed employee on the furloughed rate for the period that they are sick, they remain eligible to claim for these costs through the furloughed scheme. When an employee is on furlough, you can only reclaim expenditure through the Coronavirus Job Retention Scheme, and not the SSP rebate scheme. The Government says workers who were made redundant prior to February 28 can be re-employed and placed on furlough instead. Most people placed on the scheme will continue to be paid on their usual 'pay day'. You do not need to have previously claimed for an employee before the 2 March 2021 to claim for periods from starting on or after 1 May 2021. "Your employer should still inform and consult with you about any redundancy of your role and should carry out a fair redundancy process. For periods ending on or before 30 April 2021, you can claim for employees who were employed on 30 October 2020, as long as you have made a PAYE Real Time Information (RTI) submission to HMRC between 20 March 2020 and 30 October 2020, notifying a payment of earnings for that employee. For periods starting on or after 1 May 2021, you can put the employee on furlough as long as they were employed by you on 2 March 2021, as long as you have made a PAYE Real Time Information (RTI) submission to HMRC between 20 March 2020 and 2 March 2021. If you make an employee redundant, you should base statutory redundancy and statutory notice pay on their normal wage rather than the reduced furlough wage. Feel free to contact our Employment Department ( social@ftpa.fr ) for more details. Employers should be aware HMRC can audit their claims.". In these cases, the employee should no longer receive sick pay and would be classified as a furloughed employee. What is the furlough scheme? Guidance is available for changes in apprenticeship learning arrangements because of coronavirus in: Supply teachers are eligible for the scheme in the same way as other employees and can continue to be claimed for during school holiday periods provided that the usual eligibility criteria are met. "However there is nothing in current government guidance preventing employers from making staff redundant during any period of furlough. This applies as long as the employee was employed by you on 23 September 2020 and you made a PAYE Real Time Information (RTI) submission to HMRC between 20 March 2020 and 30 October 2020, notifying a payment of earnings for that employee. It's expected to cost the taxpayer more than £40billion - with everyone from easyJet to Wetherspoons and even Philip Green's Arcadia calling on the Government for emergency help during the coronavirus crisis. The Coronavirus Job Retention Scheme (CJRS) pays grants to any employer that furloughs its staff instead of letting them go – regardless of its size. If your employee has more than one job. There are rules about what your employees can do whilst on furlough. Following the rec ent announcement that the Coronavirus Job Retention Scheme (generally known as the “furlough” scheme) will be extended until 31 March 2021 – despite original plans to end it in 2020 – the UK government has now published the rules governing furlough claims. You will not be able to furlough them until the end of the 8 weeks, or the date that you have agreed they can return to work. 30 November 2020 is the last day employers can submit or change claims for periods ending on or before 30 October 2020. If you’ve been furloughed, it won’t affect your right to stay in the … So what do you need to know about it - and what does it mean for the future? Employees can now be placed on furlough if they were on PAYE payroll on or before 19 March 2020, providing their employer had notified HMRC of them via an RTI submission by this date. The dates relating to TUPE eligibility have also been corrected. A new section for an employee who has caring responsibilities has also been added. There are different groups of employees that are eligible for the scheme. The grants are worth 80% of wages up to £2,500 a month for any retained workers who are furloughed, which means they are not actively in work but are still on the payroll. The CJRS, or furlough scheme, is now scheduled to run until 30th September 2021. Employers will continue to pay furloughed staff 80% of their usual wages up to £2,500 per month – or more if that's been agreed with the employee or worker. We’d like to set additional cookies to understand how you use GOV.UK, remember your settings and improve government services. Page updated with information about how the Coronavirus Job Retention Scheme is changing, what pension trustees may do whilst on furlough and the eligibility of TUPE. People who started jobs in March have been left worried that they may not qualify for furlough because they started their job after February 28. “Furlough leave” or “furloughed employee” are not familiar concepts … Under current furlough rules , employees get up to 80% of wages paid for hours not worked, up … During hours which you record your employee as being on furlough, employees who are union or non-union representatives may undertake duties and activities for the purpose of individual or collective representation of employees or other workers. However, you must pay your Apprentices at least the Apprenticeship Minimum Wage/National Living Wage/National Minimum Wage (AMW/NLW/NMW) as appropriate for all the time they spend training. Furlough rules: Expert reveals YOUR rights - Can you be furloughed while self-isolating? This includes contracts that are: Foreign nationals are eligible to be furloughed. The Flexible Furlough Scheme. It will take only 2 minutes to fill in. THE furlough scheme has been extended until the end of September 2021 - but can you still work at the same time? If you made employees redundant, or they stopped working for you on or after 23 September 2020 you can re-employ them and put them on furlough. However, where the time spent training attracts a minimum wage entitlement in excess of the furlough payment, employers will need to pay the additional wages (see National Minimum Wage Section for more details). All content is available under the Open Government Licence v3.0, except where otherwise stated, Support for businesses and self-employed people during coronavirus, Other types of employees you can claim for, Check how different employment conditions affect eligibility, If your employee has more than one job or other duties, If your employee’s health has been affected by coronavirus or any other conditions, If your employee is on or has recently returned from leave, After you’ve checked which employees you can claim for, Find out more about how the scheme is changing, Steps to take before calculating your claim, Report a payment in PAYE Real Time Information, what your employees can do whilst on furlough, maternity, shared parental, adoption, paternity or parental bereavement leave and pay, if your employee is still on maternity leave, adoption leave, paternity leave, shared parental leave or parental bereavement leave, contact Jobcentre Plus to stop their Maternity Allowance, agree this with them before you start your claim, Calculate how much you can claim using the Coronavirus Job Retention Scheme, Check if you can claim for your employees' wages through the Coronavirus Job Retention Scheme, Steps to take before calculating your claim using the Coronavirus Job Retention Scheme, Holiday entitlement and pay during coronavirus (COVID-19), Claim for wages through the Coronavirus Job Retention Scheme, Coronavirus (COVID-19): guidance and support, Transparency and freedom of information releases, office holders (including company directors), salaried member of Limited Liability Partnerships (, agency workers (including those employed by umbrella companies). To help us improve GOV.UK, we’d like to know more about your visit today. Employees on Statutory Maternity Pay (SMP) will still have to be paid by their employer. Where you must make redundancies, you should do so in accordance with the normal rules. If your employee has more than one employer, they can be furloughed for each job. New information on claim periods from May 2021 added to 'If your employee is on a fixed term contract' and 'Employee transfers under TUPE'. Don’t include personal or financial information like your National Insurance number or credit card details. The employee/worker still remains employed under their employment contract. It’s up to employers to decide if they will furlough these employees. The Government announced basic details of the new Coronavirus Job Retention Scheme (CJRS) on 20 March 2020. If your employee is getting Maternity Allowance while they’re on maternity leave, they should not get furlough pay at the same time. Speaking during the latest coronavirus Government briefing, the Chancellor said the "working assumption" is that his furlough payments system will open on Monday next week, with cash going out before the end of the month. This has now changed to March 19 to include thousands more workers. The minimum amount of time you can be furloughed for is three weeks. As Covid restrictions start to … For claim periods starting on or after 1 December 2020, you cannot claim for any days on or after 1 December 2020 during which the furloughed employee was serving a contractual or statutory notice period for the employer (this includes people serving notice of retirement or resignation). The furlough scheme has been extended until 30 September 2021, including flexible furlough. Claims for furlough days in March 2021 must be made by 14 April 2021. Eligibility criteria has been made clearer for employees who are made redundant on or after 23 September 2020 and you have re-employed and employees that have a fixed term contract that expired after 23 September. "There will, therefore, be no change to your working tax credit entitlement during that period and we are waiting for further guidance to understand what would happen after 8 weeks.". Page updated with information that clarifies that eligibility depends on employment on or after certain dates. Information in box at the top of the page updated with how the scheme is changing. "There will be several days between submitting an application and receiving cash," Sunak added. Furlough is a process by which an employee or worker has an agreement with their employer to cease working on a temporary basis. Guidance has been updated because the 30 November claim deadline has now passed. Page updated to say that if a furloughed employee is made redundant they're entitled to receive redundancy pay based on their normal wage and not on the reduced furlough rate. Putting someone on furlough. Under the furlough scheme, workers … For example, if you work three days a week then you are entitled to 16.8 days leave a year (3x5.6) because that's how long your working week is. Furlough applies across the UK and covers up to 80% of an employee's salary for the hours they can't work, up to a maximum of £2,500 per month. Steps to take before calculating your claim. However, a professional, independent pension scheme trustee who has been furloughed by the independent trustee company cannot undertake trustee work that would provide services to or generate revenue for, or on behalf of, the independent trustee company or any organisation linked or associated with that independent trustee company during hours which you record them as being on furlough. 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