A dedicated furlough support site ensures furloughed staff don't feel forgotten and can access any furlough Q&As, guidelines and updates. This means is you enter a claim period for 1st July to 31st July you will be default see two tax periods displayed to select: 6th June to 5th July & 6th July to 5th August.

How do I designate an employee as a ‘furloughed worker’? Payment of your grant may be at risk or delayed if you submit a claim that is incomplete or incorrect. Please see the Important Dates section at the beginning of this guide for details. It will take only 2 minutes to fill in. This paid notice period typically varies from one to 12 weeks’ depending on an employee’s length of service.

Until June 30 employers could claim for 80% of furloughed employees current salary, up to £2,500 but the employee must not work for the employer. In addition, basic awards for cases of unfair dismissal must be based on full pay rather than reduced wages through the furlough scheme. The guidance states that private nurseries can only apply to the scheme where it meets a number of specific conditions, including that “the grant from the Coronavirus Job Retention Scheme would not duplicate other public grants received, and would not lead to financial reserves being created.”, It adds: “…an early years provider can access the CJRS to cover up to the proportion of its paybill which could be considered to have been paid for from that provider’s private income. retain the right to retrospectively audit all aspects of your claim. These cookies are necessary for the website to function and cannot be switched off in our systems. Record keeping requirements mean as well as furlough agreements employers must keep records of the following for six years: Employers should keep evidence to show that their operations have been negatively affected by coronavirus and the effect this has on their workforce, such as evidence to show lack of work available, show that each furloughed worker has no work, or that the employee was furloughed for another reason arising from coronavirus (for example they live with a person who is shielding or cannot work due to childcare commitments). Employees can enter into a flexible furlough agreement more than once. As a result, this may mean that all directors of a company could apply to be put in furlough if work has dried up. Eligible employees must earn at least £520 a month on average between the 1 November 2020 and 31 January 2021. Check which employees you can put on furlough.

Under the flexible scheme from 1 July employers can continue to make claims in anticipation of an imminent payroll run, at the point payroll is run or after payroll has been run.

The cost for employers is the employer NICs and pension contributions. “This is taxpayers’ money and any claim that proves to be fraudulent limits our ability to support people and deprives public services of essential funding.”. You must not claim more towards pension contributions than you have paid into your employee’s pension. HMRC guidance has been updated to reflect these changes. The Government has said that it will be ready in time for the first payments under the scheme to reach businesses before the end of April. if an employee normally gets £1000 per month and you are paying them £800 furlough pay, the reclaim value in October will be £600.

In a minority of cases negotiation may have been required, as for some employers some staff may be needed and others not. Businesses should also remain aware of the Job Retention Bonus, which offers employers £1,000 for every furloughed employee who is brought back, continuously employed and paid at least £520 a month on average from the end of October 2020 to 31 January 2021. On the other hand, an employer’s duty of care for employees continues during furlough so employers must maintain non work-related contact furloughed staff to discuss any relevant personal matters, especially their mental health and wellbeing, and to allow employees to ask any questions or raise concerns. The redundancy process is likely to be unfair if the employer did not at least consider re-furloughing employees as potential alternatives at the planning stage. Terms and Conditions Next you will need to use the adjusted LLQE to calculate the amount of your grant. The fee-payer will then need to pay the furlough payment in respect of wages to the PSC via PAYE and make the necessary tax and NIC deductions. In many employment contracts there is either an express or implied term that the employee should loyally and faithfully work for that employer and not work elsewhere. Flexible furlough arrangements will also be permitted under the extended scheme.
From 1st July 2020, your employees will be able to return to work part-time and be furloughed for the rest of their usual hours. This relates to employees returning from extended leave of absence, such as maternity/paternity leave. HMRC will provide an overview of the scheme, including flexible furloughing, examples of how to work out the amount you can claim, and the changes due in September and October. The relevant percentage will be reviewed in January 2021. We have an accurate claim calculator so please talk to us if you need any help. Employers will pay 20% of wages to make up the 80% total up to a cap of £2,500 plus employers’ total NICs and pension contributions. Furthermore, specific arrangements apply to partners and partnerships in receipt of overpayments or grants they were not entitled to, with partners held jointly and severally liable for overpayments or claims they were not eligible for that were subsequently paid into the partnership. Use this link to download your template: https://www.gov.uk/government/publications/download-a-template-if-youre-claiming-for-100-or-more-employees-through-the-coronavirus-job-retention-scheme?utm_source=39bc9a5c-5198-492e-a21a-816ef4922b17&utm_medium=email&utm_campaign=govuk-notifications&utm_content=immediate, Check which employees you can put on furlough to use the coronavirus job retention scheme.

In the meantime employers should regularly check the Government website for the latest information. Because we respect your right to privacy, below you will find descriptions on the types of cookies used on this site and options to opt out where preferred. When making a claim, HMRC require the normal hours worked in a claim period, the actual hours worked in the claim period, and the furlough hours not worked in the claim period. If HMRC does not issue an assessment, one of the partners will need to include the charge on their 2020-21 Self-Assessment Tax Return. Purely social contact is acceptable so social platforms can help furloughed employees keep in touch. You will be able to use the export function and the spreadsheet we refer to in this release, details below, to help you.

Another part of the economic programme is the extension of access to government-backed business loans, such as the Bounce Back Loans Scheme, and a series of measures aimed to ease the terms of existing borrowers. You will need to: You do not need to place all your employees on furlough, and you can continue to fully furlough employees if you wish. At the same time, HMRC has published detailed guidance on how employers can calculate the amounts they are entitled to claim, including for those where salaries vary or there is other complexity in the employment relationship. You must: The employee does not have to provide a written response and you do not need to place all your employees on furlough. This excludes National Insurance Contributions and Pension Contributions. For example, an employer had previously submitted three claims between 1 March 2020 and 30 June, in which the total number employees furloughed in each respective claim was 30, 20 and 50 employees. Regular payments of wages, variable PAYE wages, fees, and compulsory payments including commission and bonuses, are included when working out the percentage salary figure. Follow the steps below to import your data into the spreadsheet: It is important to note that not all the required information is available to be exported.
Finally finalise the pay period to be able to use that information in a claim. This provides more details of how this will work, in particular for directors of limited companies, but also providing guidance for salaried members of limited liability partnerships and those working via agencies, including umbrella companies.