Thursday, March 26th, 2020
At Copia Wealth & Tax we’ve been receiving numerous questions about this scheme, how it is going to work and who is eligible.
It is fair to say plenty of confusion remains and there are many unanswered questions at the moment, many of which fall into the employment law world rather than accounts.
Nevertheless, we have set out some information below that has been gleaned from various sources and we hope it boosts your knowledge of this area. As in other areas that we have produced articles on, we intend to keep you updated as more information is forthcoming.
Headline information on the scheme
Under the Coronavirus Job Retention Scheme, all UK employers will be able to access support to continue paying part of their employees’ salaries for those employees that would otherwise have been laid off during this crisis – this will be in the form of a grant, not a loan. All UK businesses are eligible.
You will need to:
HMRC will reimburse 80% of furloughed workers wage costs, up to a cap of £2,500 per month. We understand that this includes employers’ NIC and pension contributions. HMRC are working urgently to set up a system for reimbursement. Existing systems are not set up to facilitate payments to employers. It would be prudent to assume there will be no reimbursement until at least late April as the system is still in development – you may need to consider a CBILS loan to help fund the interim period.
The scheme will apply from 1 March 2020 meaning that it runs from the date of furlough of the employee or 1 March 2020 if earlier – i.e. it is potentially possible to retrospectively furlough employees who were laid off prior to the announcement of this scheme.
The scheme has been put in place for an initial period of 3 months but will be extended if necessary.
An employee furlough refers to a temporary leave or modification of normal working hours for a specific amount of time. It’s a leave of absence given to an employee with the promise that they will still have their job once the leave is over.
Employee furloughs are becoming common practice in both public and private sector organisations. There are numerous reasons why employers implement a furlough employee policy, such as plant shutdowns, seasonal work, company reorganizations and reduced demand due to COVID-19.
We believe the best advice is not to rush into implementing an employee furlough policy without talking to your lawyer or HR specialist first – if you need one let us know.
If you decide that putting employees on furlough is the best option for you and your employees, then you need to prepare a notification letter. Your furlough notice letter should contain the following:
We have provided a potential template at the end of this article as an appendix for you to use as guidance, but it is best to take proper legal advice from a lawyer or HR professional before proceeding with the furlough process.
is information still sketchy?
Some areas where information on operating this scheme are as follows:
Key actions for you to take
We are here to help and support and will be more than happy to assist you in making your claim under the scheme once the portal is in place. We are working remotely but can still be contacted on 01902 783172. Many of the queries we are getting relate to employment law so do take appropriate advice and, if you need to be referred, let us know.
******* Appendix A – template furlough letter *******
Following our discussion on [insert date] regarding the Government’s Coronavirus Job Retention Scheme.
As you have been advised we do not have work for you due to the closure of the setting.
Please find attached Furlough Leave Agreement for you to sign and return a copy to me.
If you have any queries about the contents of this letter, please do not hesitate to contact me.
******* Appendix B – template furlough agreement *******
AGREEMENT FOR FURLOUGH LEAVE
Employee Name: XXXX
This is a variation to your contract of employment, designed to implement and take advantage of the government’s Coronavirus Job Retention Scheme.
(b) either you or us ceasing to be eligible for funding under that scheme; or,
(c) us deciding to cancel Furlough Leave and bring you back to work.
Signed: _________________ Date ___________
Signed:_________________ Date ___________