On Saturday, in conjunction with the PM’s announcement that England would enter into a second ‘lockdown’ with effect from 5th November, the Treasury announced that the Coronavirus Job Retention Scheme (CJRS), which was due to come to an end that very day, would be extended.
Below, I briefly set out 5 need to know points on this issue for employers to help them cope with this ever-changing landscape:-
- The level of support available under the extended CJRS mirrors that available under in August, with the Government paying 80% of wages up to a cap of £2,500.
- Flexible furloughing is allowed under the extended CJRS, as well as full-time furloughing.
- The Job Support Scheme, which was scheduled to come into effect 1st November, has been postponed until the CJRS ends.
- Neither the employer nor the employee needs to have previously used the CJRS.
- Employers will pay employer NICs and pension contributions and should continue to pay the employee for hours worked in the normal way. As previously under the CJRS, employers are still able to choose to top up employee wages above the scheme grant at their own expense if they wish.
If you run a business and need further advice or support with furloughing or any other employment law issue please get in touch with Lloyd Clarke now on 01206 239761.