Reasons to choose Wilson Browne
As the Coronavirus / COVID-19 continues its hold on UK business, we have seen regular interventions and support from the government.
Keeping on top of them can be challenging, so we have assembled this hub (repository) to help you keep up to date.
Advice issued today may well be out of date tomorrow, but we try hard to keep this information fresh and current.
13 January 2022 - Self-isolation period reduced
It’s been announced by Sajid Javid that the self-isolation period for those testing positive with Covid will be reduced from 7 days to 5 days from Monday 17 January 2022. Additional details about the further relaxation of the self-isolation rules will be issued in due course.
Anyone who has tested positive for Covid will only need to self-isolate for 5 full days (so released on day 6) after 2 negative tests. The news of this further relaxation of the self-isolation rules follows hot on the heels of Next’s announcement that it will be adopting the same stance as Ikea and cut sick pay for self-isolating staff who are not vaccinated
10 January 2022 - The Return of the SSP Rebate
As of 14 January 2022, employers with less than 250 employees will be able to recover up to two weeks’ worth of Statutory Sick Pay (SSP) that they have paid out to employees who have either taken time off work due to having coronavirus or have had to self-isolate as a precautionary measure.
The scheme is in place temporarily but it means employers will be eligible for the SSP reimbursement if:
- They are UK-based.
- They employed fewer than 250 employees as of 30 November 2021.
- They had a PAYE payroll system as of 30 November 2021.
- They have already paid their employees’ COVID-related SSP
Furthermore, this two-week limit will be reset! That means employers are able to claim up to two weeks per employee – regardless of whether you have claimed under the previous scheme for that same employee.
09 December 2021 - Plan B triggered
No one can have missed the announcement that Plan B has been triggered.
A key element of Plan B being the “work from home” missive. However, unlike previously when this missive accompanied a national lockdown, we’re in a different position this time. With retail and the hospitality sectors still trading, it’s not surprising that employers are struggling to understand what the work from home rules are this time. This update is intended to assist.
When does the Work from Home instruction come into force?
Although the Plan B announcement was made on Wednesday, 8 December 2021, Boris told bosses in England that their employees should “work from home if you can” from Monday, 13 December 2021.
Do I have to instruct my staff to work from home?
Boris’ actual words were “Go to work if you must, but work from home if you can”.
This differs slightly with his instruction in March 2020 when he stated “start working from home where [you] possibly can”. Some hold a view that the Plan B work from home missive is intended to apply to far fewer staff members than was the expectation in 2020 – given that all sectors currently remain open, this is not surprising.
And for many, the answer is clear – those working in retail and hospitality will undoubtedly fall into the “must” bracket. However, for those working in jobs which can be undertaken from home, the position is far less clear cut.
In each case, there will be a balancing act required. And just because it is feasible for a role to be carried out at home doesn’t automatically mean that role must be carried out at home. Arguably, there will be many instances where the role must be continued in the usual workplace. That “must” can cover a variety of reasons including:
- Meeting business needs;
- Providing appropriate support and training; and
- Ensuring staff’s wellbeing.
What should I do if I want my staff to attend the workplace?
In the event your view is that staff members must attend the workplace, you should be clear of your reasons for adopting this view. There are also additional considerations which revolve around how you will keep those staff members safe. It’s therefore prudent to re-visit your Covid-19 risk assessments and possibly look at re-introducing measures which are not currently mandated. For instance:
- ensure staff members observe social distancing and/or wear face coverings,
- minimise the use of communal areas such as toilets, kitchens and rest areas, and
- operate staggered start and finish times.
Additional guidance on safe workplace working is available here https://www.gov.uk/guidance/working-safely-during-covid-19
Covid-19 and the workplace related litigation is starting to work its way through the courts and we now have a few first instance decisions which can provide some guidance on how to approach staffing matters during the pandemic. Many more are expected and we will continue to keep our pages updated as and when more decisions are delivered.
If you have any questions about approaching any Covid-19 related employment matter please call a member of the Employment Team.
30 September 2021 - Furlough Scheme Ends Today
The Government’s furlough scheme ends today. Key dates to be aware of are:
- 14 October 2021 – last day for submitting claims for September 2021, and
- 28 October 202 – last day for any amendments to those claims.
Employers should have issued furloughed employees with return to work notices setting out the hours they are to work.
Any changes to their pre-furlough normal hours (unless changed by agreement during furlough) should be consulted on and agreed with the employee ahead of implementation. See here for more information
Any employers who have insufficient work for their returning employees will need to commence redundancy processes ahead of dismissing any employees. See here for more information
27 September 2021 - Pointers & Pitfalls For Employers Following The Latest COVID Tribunal Cases
In recent months, the COVID tribunal cases have started to trickle in. All this week, we provide an overview of the decisions made so far along with some helpful pointers for employers to avoid the same pitfalls.
The first four cases were brought under the same legislation, s 100 (e) of the Employment Rights Act 1996, which allows claims to be brought by employees who say they had concerns for their health and safety, resulting in their employment being terminated. Each case turned on its unique set of facts and the variations make for an interesting read.
16 July 2021 - Treasury Direction Issued Regarding Self-Employment Income Support Scheme (SEISS)
On 6 July 2021 a further Treasury direction was issued which modifies and extends the terms of the Self-Employment Income Support Scheme (SEISS) to cover the period 1 May 2021 to 30 September 2021 inclusive. The key elements of the Treasury direction include the following:
- applications for SEISS 5 will open from late July 2021.
- claims for the fifth SEISS grant (SEISS 5) must be submitted on or before 30 September 2021 in respect of that period.
- A claim cannot be amended after 30 September 2021.
A turnover test will determine the amount of the grant. Individuals whose turnover has fallen by 30% or more will receive 80% of three months’ average trading profits subject to a maximum of £7,500. For those individuals whose turnover has fallen by less than 30%, their grant will reduce to 30% grant subject to a cap of £2,850.
16 July 2021 - Hybrid Working Guidance from ACAS
Given the increase in hybrid working, ACAS has helpfully produced a guidance for employers which covers initial considerations for allowing hybrid working, implementing a policy and how to support those who are remote working.
9 July 2021 - Government publishes summer 2021 roadmap for England: business implications
On 5 July 2021, the government published its COVID-19 Response: Summer 2021 (roadmap) setting out the details of step 4 of the roadmap out of restrictions for England (Scotland, Wales and Northern Ireland will be setting out their own plans in due course).
The decision on whether to move to step 4 on 19 July 2021 will be taken on 12 July 2021, taking into account various factors including the success of the vaccine programme and the level of infection rates. The government’s approach in step 4 will be to replace rules and regulations with advisory guidance to businesses and individuals, including the following changes that will be of particular interest to businesses:
- All settings will be able to open, including nightclubs, and large events such as music concerts and sporting events can resume without any limits on attendance or social distancing requirements.
- Regulations that place COVID-secure requirements on businesses, including table service and distancing between tables, will be lifted.
- Businesses will be encouraged to display QR codes for customers to check in using the NHS COVID-19 app, to support NHS Test and Trace, although it will no longer be a legal requirement.
- Businesses must not require a self-isolating worker to come to work and should make sure that workers and customers who feel unwell do not attend the setting.
- All settings will be able to open, including nightclubs, and large events such as music concerts and sporting events can resume without any limits on attendance or social distancing requirements.
The government’s approach has been informed by the roadmap reviews into social distancing, certification and the Events Research Programme, and it will provide guidance to businesses on how they can help reduce the spread of COVID-19 and mitigate the risk of a resurgence. The government also warns it may need to take measures to help manage the virus during periods of higher risk, such as winter, but aims to avoid imposing restrictions that have significant economic, social and health costs.
1 July 2021 - Changes to the furlough scheme from 1 July 2021
From 1 July 2021, the level of grant will be reduced and you will be asked to contribute towards the cost of your furloughed employees’ wages.
To be eligible for the grant you must continue to pay your furloughed employees 80% of their wages, up to a cap of £2,500 per month for the time they spend on furlough.
16 June 2021 - No jab, no job - update
On 2 June we reported that the “no jab, no job” policy was getting closer (see below). Well, its anticipated arrival is expected to be announced by the government in the coming days. However, it’s key to note that the policy is expected to have limited application; certainly in the short-term.
The policy is thought likely to apply initially to those working in care homes for older people. Although it’s also thought that some employees may be exempted from the jab requirement – for example, those employees who can produce medical evidence that they are exempt from receiving the jab.
As with everything, the devil will be in the detail. And there is a high risk for challenge on a number of grounds; not least, discrimination. Any organisation therefore considering this approach will still need to do so carefully and in a balanced manner.
2 June 2021 - No Jab, no job – a step closer
The Equality and Human Rights Commission (EHRC) has said that mandatory covid-19 vaccinations will be reasonable in some sectors – specifically the care sector.
The ECHR’s statement, which is made in response to a consultation on whether vaccines should be mandatory in care settings, is likely to pave the way for future legislation on this issue.
However, the ECHR has also said that there are still a number of issues which will require further thought, that includes how potential discrimination can be removed for those who cannot have the vaccinations on medical grounds as well as ensuring no-one suffers a detriment by way of lost pay in the event of side effects from the jab.
This statement is likely also to result in an increase in other sectors considering the use of a “no jab, no job” policy. However, given the ECHR’s acknowledgement that there is the potential that this policy will give rise to discrimination in the care sector, it remains an issue that will need extremely careful handling by all organisations.
26 May 2021 - Furloughing employees at any time during 1 May to 30 September 2021
In April, the seventh Treasury Direction was issued for those employees furloughed at any time during the period 1 May to 30 September 2021. This Direction provides that furlough leave claims can be made for employees who were on the employer’s PAYE payroll on 2 March 2021 and in respect of whom a PAYE RTI submission which was delivered between 20 March 2020 and 2 March 2021.
The claim deadlines for the months May to September 2021 inclusive are:
- Claims for May 2021 must be made by 14 June 2021,
- Claims for June 2021 must be made by 14 July 2021,
- Claims for July 2021 must be made by 16 August 2021,
- Claims for August 2021 must be made by 14 September 2021, and
- Claims for September 2021 must be made by 14 October 2021.
Claims can be made in limited circumstances only in the event a claims deadline is missed.
It continues to be the case that claims cannot be made for any period an employee is serving notice – that is regardless of whether it was the employer who served notice or whether the employee resigned.
17 May 2021 - Regulations moving all of England to Step 3 on 17 May made
The Health Protection (Coronavirus, Restrictions) (Steps and Other Provisions) (England) (Amendment) Regulations 2021 (SI 2021/585) came into effect on 17 May 2021. They primarily amend the Health Protection (Coronavirus, Restrictions) (Steps) (England) Regulations 2021 (SI 2021/364), which implemented the government’s roadmap out of lockdown for England. The most significant amendment is to move all of England to Step 3 of the roadmap. For businesses, this means that:
- Most indoor venues and businesses can reopen. These include indoor hospitality venues (like pubs, cafes and restaurants) and entertainment venues (like museums, cinemas and concert halls). Nightclubs, dance halls and discos must remain closed though.
- Indoor organised sports, like gym classes, can take place.
- Hotels and B&Bs can reopen. Previously, only self-contained holiday accommodation could open.
The Regulations also increase the limit for the offence of organising or facilitating an outdoor gathering from 30 to 50 people.
Other amendments made by the Regulations relate to international travel restrictions, household gatherings, the maximum number of attendees at weddings and face coverings for secondary school students.
For the government’s guidance on Step 3, see – https://www.gov.uk/guidance/covid-19-coronavirus-restrictions-what-you-can-and-cannot-do#may-whats-changed
22 April 2021 - Furlough Briefing Paper Published
The Commons Library Briefing Paper was published on 8 March 2021 and is designed to provide general answers to questions relating to the furlough leave scheme as the law stood at that date. It covers questions relating to eligibility through to how claims should be made as well as whether employees on sick leave can be furloughed and whether furlough affects maternity rights.
The paper can be accessed here:
Advice relating to specific individuals may still be needed. However, this is a good starting point for those organisations who have made use of the scheme.
12th April 2021 - Are employers doing enough to make the workplace safe in responding to the Governments road map for easing lockdown?
According to a recent Trade Union Congress (TUC) survey, workers have confirmed that they are being placed at risk by employers who are not taking the appropriate measures including failing to provide PPE or implement social distancing, to name but a few.
We do need to balance the findings of the survey with the fact that the vast majority of employers that we deal with, assure us that they are COVID secure and have taken appropriate measures to provide a safe working environment. However, it should also be accepted that there will undoubtedly be sectors and industries that perhaps have work to do.
The Survey also confirmed that the numbers of mental health concerns have risen significantly since the pandemic began.
Even though there is now a legal obligation for employers to consult with health and safety representatives in relation to their risk assessments, however up to 34% of employers have failed to involve the health and safety representatives.
The full survey can be read here
If any of your employee’s raise concerns regarding returning to the workplace please do not hesitate to contact one of our employment lawyers.
18th March 2021 - New Shielding Guidance Released
New Shielding guidance has been issued by the Government for those categorised as extremely venerable.
From the 1st April these types of people will no longer be advised to shield as they have previously. Essentially this means that they will no longer be eligible for benefits that had been afforded to them previously.
Full guidance can be found here – https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/970375/Clinically_extremely_vulnerable_letter__guidance_from_010421.pdf
15 March 2021 - Health and Safety- Returning to work
The end is in clear sight with the government’s road map of coming out of lockdown having started. This will very likely mean that many businesses will be looking to get staff back to the workplace to some degree. However, many of its staff members may have health and safety related reservations about their return.
These reservations have seen a previously, infrequently used, law come to the fore. That law, which derives from EU law, provides that an employee cannot be placed at a disadvantage or suffer a detriment if they reasonably believe that being in the workplace may cause them or someone they live with in imminent danger. As this law covers all employees (regardless of their length of service), it has meant employers have to deal carefully where an employee indicates that they are unhappy to return to their workplace on Covid related grounds.
Up until now, this law applied only to employees and not workers. This is about to change though as the Government has recently laid an Order before Parliament that will extend this law to cover workers too. That law is due to receive approval which will mean the protection will apply to workers from 31st May 2021.
This law does not mean businesses cannot bring their staff back to the workplace. But it does mean that businesses will need to approach the workplace return carefully and consistently where health and safety concerns are raised by employees and workers alike.
3 March 2021 - Furlough Leave Scheme is to be extended until 30 September 2021
“Rishi Sunak has announced that the Furlough Leave Scheme is to be extended until 30 September 2021.
Qualifying employees will be entitled to receive 80% of their salary for those hours they are furloughed which will be paid for by the government. However:
• From July the government will contribute 70% and the employer will be obliged to make up the remaining 10% of the furlough pay, and
• From August the government will contribute 60% and the employer will be obliged to make up the remaining 20%.
It will remain possible to flexi-furlough employees during the extended period. This is where the employee works some hours (and will receive 100% of their salary for those hours which the employer will be obliged to pay in full) and furloughed for their remaining contracted hours.
Employers must ensure that the relevant agreements are in place with each qualifying furloughed/flexi-furloughed employee. Given this latest extension to the furlough leave scheme, employers should review the current furlough agreements to ensure they cover the period between 1 May 2021 and the end of September 2021.
When reviewing and/or revising furlough leave agreements, key considerations are:
- How long the agreement is to remain in place,
- The appropriate notice period (i.e. how quickly would you want to bring the employee back to work), and
- Whether it should include the option of varying the furlough hours from time to time (this is particularly relevant where a business is unable to guarantee how many hours they will need an employee to work from week to week/month to month and so wishes to retain as much flexibility as possible).”
9 February 2021 - Can Employers Insist On Employees Having A Covid Jab?
Ministers are said to believe that employers can insist on employees having a Covid jab. But is this right?
This is just one question that employment lawyers are asked on a regular basis about actions they should/can take during the on-going pandemic.
For a detailed explanation and interpretation check out our article – Can Employers Insist On Employees Having A Covid Jab?
In this update, we address all of the key questions relating to risk assessment, testing, and vaccinations.
27 January 2021 - HM Treasury issues new Treasury Direction on furlough leave
The HM Treasury has issued a new Treasury Direction on furlough leave can be accessed here – https://www.gov.uk/government/publications/treasury-direction-made-under-sections-71-and-76-of-the-coronavirus-act-2020/cjrs-direction
This deals with the extension of the scheme for February, March, and April 2021 – and the eagle-eyed amongst you will notice the extension is to “31 April 2021” – who knew there would be an extra day in April this year!!!!
Additionally, the Direction:
- clarifies that furlough pay in March/April 2021 should refer back to the corresponding month in March/April 2019, and not March/April 2020 – this is to take account of the fact that people may have been on furlough pay during April/March 2020 – the calculation for ‘usual hours’ of work is similarly amended, and
- extends the deadline for amending a claim from the 15th of the following month to the end of the following month.
6 January 2021 - English regulations made re-introducing nationwide lockdown (business implications)
On 6 January 2021, the Health Protection (Coronavirus, Restrictions) (No 3) and (All Tiers) (England) (Amendment) Regulations 2021 (SI 2021/8) (2021 Regulations) came into force.
The 2021 Regulations apply in England and primarily amend the Health Protection (Coronavirus, Restrictions) (All Tiers) (England) Regulations 2020 (SI 2020/1374), as amended (All Tiers Regulations). The All Tiers Regulations introduced a three-tiered lockdown system in England. A further Tier 4 was added by the Health Protection (Coronavirus, Restrictions) (All Tiers and Obligations of Undertakings) (England) (Amendment) Regulations 2020 (SI 2020/1611) (Tier 4 Regulations).
The 2021 Regulations extend the restrictions in the Tier 4 Regulations. For example, some further types of business and facilities must close, such as outdoor gyms, various outdoor leisure facilities and retail travel agents. More importantly, Tier 4 restrictions now apply to every area in England.
Tier 4 restrictions require, among other things, that:
- A wide range of shops and venues must close, including non-essential retail shops, community centres, libraries, entertainment venues, leisure venues, businesses providing personal care services (like hairdressers and nail bars) and holiday accommodation. There are limited exceptions as to when these venues can stay open.
- Hospitality businesses are restricted to delivery, click and collect, drive through, and takeaway services only. There are exceptions for certain venues to provide table service, like a workplace or school canteen.
- Essential retail shops like food retailers, pharmacies, banks and post offices can remain open.
Throughout England there is now a general “stay at home” message from the government (including a legal requirement to work from home where possible). The government updated its guidance on the Tier 4 restrictions on 5 January. This is now headed as National lockdown: Stay at Home
The 2021 Regulations also amend the Health Protection (Coronavirus, Restrictions) (England) (No 3) Regulations 2020 (2020/750) to clarify the powers of police community support officers. In addition, the expiry date for both sets of amended Regulations is extended, in the case of the All Tiers Regulations, to 31 March 2021.
5 January 2020 - Guidance on furlough updated
The guidance on furlough has been updated. It has been updated to confirm that employers can furlough their employees where their health has been affected by coronavirus or they are in other situations for instance where an employee is unable to work from home or are working reduced hours due to the following factors:
a) Having to care for children who are now being home schooled in light of the national lockdown imposed
b) Clinically extremely vulnerable and are having to self-isolate
The employer can now furlough parents who need to work from home due to their caring responsibilities.
5 January 2021 - Government introduces new lockdown grants to support businesses and protect jobs
The Chancellor has announced another round of funding to support businesses and protect jobs.
Businesses in the retail, hospitality and leisure sectors are to receive a one-off top up grant per property worth up to £9,000 to help businesses through to the spring.
A £594 million discretionary fund has also been made available to support other impacted businesses
The funding comes in addition to £1.1 billion further discretionary grant funding for Local Authorities, Local Restriction Support Grants worth up to £3,000 a month and extension of furlough scheme
The funding is expected to benefit over 600,000 business properties, worth £4 billion in total across all nations of the UK.
Chancellor Rishi Sunak said:
“This will help businesses to get through the months ahead – and crucially it will help sustain jobs, so workers can be ready to return when they are able to reopen.”
The one-off top-ups will be granted to closed businesses as follows:
- £4,000 for businesses with a rateable value of £15,000 or under
- £6,000 for businesses with a rateable value between £15,000 and £51,000
- £9,000 for businesses with a rateable value of over £51,000
More details can be found here – https://www.gov.uk/government/news/46-billion-in-new-lockdown-grants-to-support-businesses-and-protect-jobs
17 December 2020 - Furlough Scheme Extended
Few will be sad to see the back of 2020, and Christmas and the New Year can hopefully draw a line under what has by any standards been an “annus horribilis” (as famously said by Her Majesty The Queen). Looking forward, there is a light at the end of the tunnel with the vaccine rollout which will hopefully see us gradually return to normality and despite Brexit deal uncertainty in terms of a deal or no deal, there will also be opportunities.
And there is a glimmer of more hope – that being, on the back of the sharp rise in redundancies with more anticipated in the New Year, It has just been announced that the furlough scheme is extended for an extra month and so will run until the end of April 2021. And the further good news is that the scheme will continue to pay 80% of wages which means the government contribution will not now be reduced at the end of January 2021.
Although these have been worrying times for everyone, there’s hope that 2021 will see a wide-scale upturn in fortunes from a variety of directions.
7 December 2020 - Covid-19 Hub Update on Employment legislation
With 2020 drawing to a close, here is an update of the legislation that has been passed and updated due to the Covid-19 pandemic and the areas that employers will need to be aware of going into 2021.
The Coronavirus Act 2020- This piece of legislation is time-limited for two years and sets out the emergency measures to address Covid-19. It introduces emergency volunteer leave, emergency registration of suitable individuals as healthcare professionals, changes to NHS pensions, provisions to make further changes to SSP and increased availability of audio and video links in court proceedings. The list is not exhaustive.
The Health Protection (Coronavirus Restrictions) (England) Regulations 2020- Employers will need to note that different restriction regulations have been addressed in Wales and Scotland. These regulations set out measures in place whilst lockdown occurs i.e. non-essential business closures and allowing your employees to work from home where possible unless it is reasonably possible for them to work outside their home. The regulations also set out that anyone with a positive Covid-19 test or who has been officially notified to isolate will have to isolate and employers as well as individuals could be subject to a fine if they breach the isolation rules.
Furlough Leave and Pay (The Coronavirus Act 2020) – sets out how furlough leave can be applied for and when furlough leave can be paid.
The Statutory Sick Pay (General) (Coronavirus Amendment) Regulations 2020- A new regulation was added at 2(1)(c) which sets out that those shielding will be deemed as sick for the purposes of SSP and SSP shall be paid on day one of the start of the time of work. The new regulations also allow employers with less than 250 employees apply for reimbursement of SSP paid due to Covid-19. This is limited to 2 weeks.
The working Time (Coronavirus)(Amendment) Regulations 2020- These regulations allow employees to carry over up to 4 weeks annual leave untaken due to the Covid-19 pandemic over the next two years.
These changes have been made as of 7th December 2020 and are subject to change depending on how the pandemic progresses.
7 December 2020- Deadline for Coronavirus Job Retention Scheme Claims
Companies need to make their claims for the coronavirus job retention scheme to HMRC by 14th December for the month of November.
Following months need to be submitted by the 14th of each month up until the extended scheme ends on 31st March 2021.
4 December 2020 - COVID-19: post-lockdown English regulations made (business implications)
On 30 November 2020, the UK government made the Health Protection (Coronavirus, Restrictions) (All Tiers) (England) Regulations 2020 (SI 2020/1374). They apply in England and come into force on 2 December. The main effect of the Regulations on businesses is to allow more businesses and venues to reopen following the month-long winter lockdown in England, which saw most businesses having to close.
The ability of a business to reopen depends on which tier it is in:
- In all three tiers, certain venues like dance halls, nightclubs and discos must remain closed. The list of venues that must close in Tier 3 is more extensive than the other two tiers, so that indoor play areas, concert halls, cinemas, conference centres and holiday accommodation must all remain closed.
- Hospitality venues in Tiers 1 and 2 can resume table service for food and drink but last orders must be taken by 10.00 pm. Those in Tier 2 can only sell alcohol for on-site consumption if it accompanies a main meal. Those in Tier 3 can only operate a take-away or delivery service.
- Venues that can reopen are subject to restrictions in terms of opening hours.
The Regulations also allow a “permitted organised gathering”, such as a sporting event or concert to take place in Tiers 1 and 2. The maximum number of attendees are set out in government guidance.
A fixed penalty notice may be issued for any business restriction offence. The first amount of the fixed penalty is set at £1,000, doubling for each subsequent offence up to a maximum of £10,000. The Regulations will expire on 2 February 2021 but will be subject to specific periods of review.
The full Regulations can be seen here
30 November 2020 - Increased retail opening hours for shops in the run up to Christmas and into January 2021.
COVID-19: LPAs should take a positive approach when engaging with retailers who wish to extend their retail opening hours
On 30 November 2020, the Ministry for Housing, Communities and Local Government published a press release concerning increased retail opening hours for shops in the run up to Christmas and into January 2021.
On some retail store planning permissions, there may be a condition restricting the opening hours that the business may trade. Normally, the retailer would need to apply to the local planning authority (LPA) to remove or vary such a condition under section 73 of the Town and Country Planning Act 1990.
LPAs have been urged “to take a positive approach when engaging with retailers who wish to extend their retail opening hours and look to relaxing local restrictions where possible”.
The full press release can be read here – https://www.gov.uk/government/news/boost-for-high-street-as-jenrick-extends-opening-hours-for-christmas-shopping
20 November 2020 - New Deadlines Set For Lodging A Furlough Claim
There are new deadlines that have been set for lodging a furlough claim with HMRC.
The furlough claim must be made within two weeks of the end of the previous calendar month. If you fail to adhere to the new timelines there must be a reasonable excuse.
There is guidance on what may be accepted as a reasonable excuse which include but are not limited to your partner or another close relative died shortly before the claim deadline, you had an unexpected stay in hospital, you had a serious or life-threatening illness, including Coronavirus related illnesses and a period of self-isolation prevented, which prevented you from making your claim.
16 November 2020 - Furlough Guidance Discrepancy Regarding The Expiry Of Fixed Term Contracts & Rehiring
The extended furlough guidance has been amended less than 48 hours after being issued.
It corrects a discrepancy regarding the expiry of fixed term contracts and rehiring. There was a clash between the guidance notes which referred to the relevant date as 23 September and also 23 October. It is now confirmed as 23 September.
It clarifies that TUPE’d employees are eligible for furlough if they:
- transferred from their old employer to their new employer on or after 1 September 2020
- were employed by either their old employer or new employer on 30 October 2020
- are on a PAYE Real Time Information (RTI) submission to HMRC, by their old or new employer between 20 March 2020 and 30 October 2020, notifying a payment of earnings for that employee
16 November 2020 - Coronavirus Job Retention Scheme Important Update
The Coronavirus Job Retention Scheme Guidance has just been updated with an important change.
For claim periods starting on or after 1 December 2020, an employer cannot claim for any days on or after 1 December 2020 during which the employee was serving a contractual or statutory notice period for the employer (this includes people serving notice of retirement or resignation). The link for the full guidance can be found here.
For periods pre-1 December 2020, it provides that claims may be made if the employee is serving statutory notice only. It is still silent on contractual notice.
12 November 2020 - Update Extended Furlough
There is a mistake concerning TUPE and the guidance referencing the extended furlough. It says that employees who TUPE into a business must have “been employed by their prior employer on or before 30 October 2020 and transferred from them to their new employer on or before 1 September 2020”.
It should say: “been employed by their prior employer on or before 30 October 2020 and transferred from them to their new employer on or after 1 September 2020.”
11 November 2020 - HMRC Publishes New Guidance On The Extended Furlough Leave Scheme
New guidance on the extended furlough leave scheme has now been published by HMRC.
The guidance includes the following sections:
- Check if you can claim for your employees’ wages through the Coronavirus Job Retention Scheme,
- Check which employees you can put on furlough to use the Coronavirus Job Retention Scheme, and
- Calculate how much you can claim using the Coronavirus Job Retention Scheme.
In addition to the matters we have previously updated you about further below the guidance also confirms that:
- Employees returning from maternity leave need to give the statutory eight weeks’ notice to end maternity leave early in order to be furloughed (and get furlough pay, typically higher than SMP). However, given that the guidance does not deal with the position of employees and employers agreeing to shorten that eight week period, it’s unlikely that employers and employees can now agree to shorten the 8 weeks’; and
- Employers can agree retrospectively to furlough someone with effect from 1 November 2020, as long as the agreement to retrospectively claim furlough occurs on or before 13 November.
Further guidance is to be published in late November which is expected to deal with “whether employers should be eligible to claim for employees serving contractual or statutory notice periods and will change the approach for claim periods starting on or after 1 December 2020.
5 November 2020 - Extension to Furlough Scheme
Rishi Sunak has just confirmed that the extended furlough leave scheme is to continue up to the end of March 2021.
The extended scheme, which will pay 80% of the salary up to £2,500 per month, will be reviewed in January 2021.
It is hoped this may stem the tide of redundancies which has been widely anticipated as a result of the effect Covid has had on businesses.
The Job Support Scheme will be suspended pending the continuation of the extended furlough leave scheme.
4 November 2020 - The Health Protection (Coronavirus, Restrictions) (England) (No. 4) Regulations
The Health Protection (Coronavirus, Restrictions) (England) (No. 4) Regulations 2020 have been published.
The regulations are complex and, being in excess of 30 pages, take some time to read.
They cover the new prohibitions which come into effect on 5 November 2020 and cover:
1. prohibitions on operating certain businesses/services,
2. prohibitions on leaving home, and
3. prohibitions on gatherings.
The regulations also set out the fines for non-compliance. Read more here.
3 November 2020 - Coronavirus Job Retention Scheme Extended & Job Support Scheme Extended
At the 11th hour, it was announced by the HM Treasury that the Coronavirus Job Retention Scheme (CJRS) would be extended beyond 31 October 2020 and will now run until December 2020 in light of the new national lockdown starting on Thursday 5 November. During November, under the CJRS the Government will pay 80% of wages up to a cap of £2,500 – this reflects the level of support offered in August. Flexible furloughing will be still be allowed as will full-time furloughing. Consequently, the Job Support Scheme, which was scheduled to come into effect on 1 November 2020 has been postponed until the CJRS ends.
Details and guidance on the CJRS rules and when claims can be made is expected to be issued shortly. At this time, the HM Treasury press release provides the following outline of the eligibility rules:
1. Neither the employer nor the employee needs to have previously used the CJRS.
2. The CJRS is available in respect of employees who were on the employer’s PAYE payroll by 23:59 on 30 October 2020.
3. Employers can claim the grant for the hours that their employees are not working – this is to be calculated by reference to their usual hours worked in a claim period.
4. CJRS claims will need to cover a minimum period of seven consecutive calendar days.
5. The Government will pay 80% of wages up to a cap of £2,500 for unworked hours.
6. Employers will be obliged to pay the employee for any hours worked plus all NICs and pension contributions.
7. Top up to 100% of salary will still be permissible.
22 October 2020 - Three new measures to help workers and businesses get through the winter
Chancellor Rishi Sunak has vowed to “go further” as he announced three new measures to help workers and businesses get through the winter and a coronavirus second spike.
Speaking in the House of Commons, he said cash grants of up to £2,100 a month will be given to firms in Tier 2 areas – enough for all affected hospitality, accommodation and leisure premises.
They will be retrospective, so any region which has been under enhanced restrictions can backdate their claim to August.
- For self-employed people, the size of the grant they can access will also be doubled to £3,750 – with the amount of average profits they can claim for rising from 20% to 40%.
There will be changes to the Job Support Scheme, which is for companies experiencing lower demand due to the COVID-19 outbreak.
- Employees will only need to work 20% of their normal hours – instead of the original 33% – to be eligible.
- And the government will significantly reduce the amount employers have to contribute – from 33% to 5%.
The scheme will apply to eligible businesses in all alert levels.
9 October 2020 - Summary of announcements made on Friday 9th October
Rishi Sunak reveals targeted furlough scheme for hospitality industry in COVID hotspots.
Workers at businesses forced to shut due to stricter lockdown measures will have 2/3rds of their salaries paid by the government.
This is an expansion of the Job Support Scheme, the successor to the furlough scheme.
It will provide a safety net for businesses across the UK who are required to temporarily close their doors, giving them the right support at the right time.
5 October 2020 - Treasury announce job retention bonus for Companies to claim
The Treasury have produced a Treasury Direction to allow employers to claim for a job retention bonus in the following instances:
- A company can claim for an employee who has been on furlough at any point and who is not currently on notice and will continue to be employed
- HMRC will make a payment of £1000 to the Company for each employee who has been on furlough. This payment does not have to be passed to the employee
- The Company must have paid the employee a salary of £1560 between November 2020 and February 2021, this is to stop claims from Company’s who are keeping employees on a zero hours contract and paying them a minimal amount before the end of January 2021
- The Company need to make the claim for the bonus in between 15th February and 31st March 2021.
28 September 2020 - ACAS, CBI & TUC Issue Joint Statement And Call For Fair Redundancy Process
Despite the Government’s Jobs Support Scheme (“JSS”) announcement (see updates below 24th September) it’s anticipated that headlines of mass redundancies will, sadly, continue. In light of this anticipation, a joint statement has been issued by ACAS, the CBI and the TUC.
In that statement the following 5 principles are espoused as underpinning a fair redundancy process:
- Do it openly: there are rules for collective redundancies (those involving 20 or more staff), but whatever the scale, the sooner people understand the situation, the better for everyone.
- Do it thoroughly: to understand what’s happening people need information and guidance. Have you trained your staff representatives in how it all works?
- Do it genuinely: consultation means hearing people’s views before you make a decision; so be open to alternatives from individuals and/or unions; and always feed back.
- Do it fairly: all aspects of your redundancy procedure should be conducted fairly and without any form of discrimination.
- Do it with dignity: losing your job has a human as a well as a business cost. The way you let people go says a lot about your organisation’s values. Think about how you will handle the conversation – whether its face-to-face or remote. And remember, you may want to rehire the same person in the future.
Given that, in times of economic downturn, there is generally an exponential increase in claims, the above principles cannot be understated. And, arguably, these principles have equal application for those businesses which mange to find workable alternatives to redundancies. For example, by implementing overtime cuts, more part-time working/job sharing and offering alternative roles – in each instance either in conjunction with or exclusive to the JSS.
Either way, by handling employment related processes with these principles in mind, we’d suggest, can only help businesses in the long run and hopefully stand them in better stead for brighter times.
The joint statement can be accessed here
28 September 2020 - New Health Protection Regulations For Employers
Under new regulations now in force, employers in England are under new obligations which, if not complied with, carry a fine starting at £1,000.
The Health Protection (Coronavirus Restrictions) (Self Isolation) (England) Regulations 2020 set out mandatory periods for self-isolation plus a duty to notify the Secretary of State of the names of people in the same household as anyone who has tested positive for Covid-19.
These regulations make it an offence for an employer to knowingly allow workers (including agency workers) to attend anywhere other than where the individual is self-isolating. Crucially, this extends to individuals who are required to self-isolate because they live with someone who has tested positive.
Therefore, employers are now responsible for stopping workers from working (unless they can work from home) when it knows they have has tested positive (or live with someone who has tested positive).
Additionally, the regulations also provide that workers are now obliged to inform their employer when they are self-isolating. Failure to do so means that worker may also be liable to a separate criminal prosecution.
24 September 2020 - Update from HM Treasury on how the Job Support Scheme will work
Following the Chancellor’s announcement about the new Job Support Scheme (“JSS”) and which we informed you about at the time it was announced, HM Treasury has since published a factsheet on how the Job Support Scheme will work.
The JSS, which commences on 1 November 2020, is designed to dovetail with the end of the furlough leave scheme on 31 October 2020. This is in the hope the JSS will help stave off the much anticipated surge in redundancies.
The following is a summary of 5 key JSS facts.
1. To qualify, employees must be in a “viable job” and work at least a third of their normal hours. The viable job requirement is expected to disqualify a number of roles as the JSS will not apply if the business is currently closed due to the pandemic.
2. After 3 months of the start of the JSS, the Government may increase the minimum hours’ requirement to above 1/3.
3. The Government will make a payment equating to 1/3 of each employee’s salary for those hours not worked providing the employer does likewise. Subject to the cap, this will mean employees receive a minimum of 77% of their normal salary.
4. The Government’s contribution is capped at £697.92 per employee per month.
5. Crucially, and unlike the furlough leave scheme, employers will not be able to give employees notice of redundancy while claiming under the JSS.
More detailed guidance on the calculation of eligible wages is promised.
24 September 2020 - Chancellor announces ‘Winter Economy Plan’
As the furlough and the Self Employed Income Support Schemes draw to a close, Rishi Sunak has today announced the following measures to support businesses and individuals in the wake of the Covid-19 crisis. Precise details are awaited and links to Government information and advice will be added to this hub in due course.
Referred to as the ‘next stage’, and the ‘next phase’ to support people’s jobs, the Chancellor stated that the economy is more likely to undergo more permanent adjustment. There is a need, he said, to support people to be in viable jobs, through this crisis. He noted that not every job could be saved, but wants to protect as many viable jobs as we can
Jobs Support Scheme
Direct support of the wages of people in work who have their need for their role depressed
1. Support Viable Jobs – employees must work at least one third of normal hours and be paid at least that by employers.
-Of the balance of the wages, the employer will pay one third, the Government will pay one third and the Employee will not receive the remaining third. Do not get confused by the reference to “must work at least a third of normal hours” the scheme is designed to “share the pain” between employer, Government and employee, subject to a minimum number of hours being worked.
2. All small and medium sizes are eligible, larger only when turnover falls
3. Open to businesses whether or not furlough has been used
4. Runs for 6 months from November
5. Businesses can claim BOTH jobs support scheme and Jobs retention bonus
Self Employed Grant
Will be extend on similar terms to the self employed as above
Bounceback loans – “pay as you grow” –
1. Loans can be extended from 6 to 10 years
2. Interest only payments can be made
3. Business can apply to suspend repayments for up to 10 months
CBILS – extend the government guarantee for up to 10 years, making it easier to give more time to repay
All deadlines for loan schemes extended to end of 2020
New successor loan guarantee program to come in 2021
1. VAT that was due in March, can be spread over 11 smaller payments with no interest
2. Self Assessment self employed can also be extended over similar term
VAT in Hospitality
Will not be increased from the reduced rate of 5% until March 31st 2021
More details will follow.
24 September 2020 - Fines to be paid by employees not wearing a mask
Regulations regarding the use of face masks by employees working within certain sectors has been updated following the PM’s announcement on Tuesday, 22 September 2020.
It is now clear that workers in the listed sectors must wear masks and their failure to do so will result in a fine of £200.
The fine is payable by the employee Not the employer.
Listed sectors include:
- shopping centres
- restaurants and bars
- banks, and
The exception to wearing masks (for example, because of disability or where wearing a mask would cause severe distress) still applies.
Click here for more information – <ahref=”https://www.legislation.gov.uk/uksi/2020/1026/regulation/2/made”>https://www.legislation.gov.uk/uksi/2020/1026/regulation/2/made
23 September 2020 - Furlough Part 2
With the anticipated surge in redundancies and settlement agreements , it’s maybe not that surprising to read the Chancellor is considering a new style job subsidy scheme to dovetail with when the Coronavirus Job Retention Scheme ends on 31 October . A number of possibilities are understood to have been mooted including a form of subsidy for those employers offering workers a percentage of their normal hours.
For the time being the official position remains that the furlough scheme will end on 31 October 2020 and that it will look at targeted assistance only after that date. We’ll keep you updated in the event this position changes.
6 August 2020 - Updated Guidance on Holiday and Leave during Coronavirus
Despite the traditional summer holiday season being in full swing, given the frequent policy changes to quarantining when returning from certain countries as well as local lockdowns, many employers are starting to grapple with their employees requesting the carry-over of their holiday from the current holiday year to future holiday years. This is against the backdrop of the government having passed emergency legislation relaxing the restriction on carrying over the 4 week’s leave derived from the Working Time Directive (2003/88/EC) (WTD leave).
The government has issued guidance on the factors that should be considered in terms of whether it is reasonably practicable to take the leave in the relevant leave year.
The guidance also confirms that employers are not prevented from exercising their normal right to require workers to take leave on certain dates where it is reasonably practicable for the worker to take their leave. It also clarifies that holidays can be taken whilst an employee is on furlough leave.
ACAS has also issued advice designed to assist with making the carry-over call. Less helpfully, that advice identifies different factors for making the call!
The ACAS advice can be accessed here – https://www.acas.org.uk/coronavirus/using-holiday
Despite the guidance and advice, there still remains the question of how to deal with holiday entitlement which is above the 4 weeks allowed under the WTD – so the additional 1.6 weeks provided for by the Working Time Regulations and any additional contractual entitlement employees may have. Ultimately, it will be up to employers to decide how to deal with these entitlements in line with employment law rights and holiday policies. Those decisions should then be effectively communicated to employees in a timely manner.
5 August 2020 - Updated Guidance for Redundancies
With recent and forthcoming changes to the government’s furlough leave scheme, many companies are now turning their attentions to restructuring and headcount reductions. It is therefore unsurprising that ACAS has updated its guidance for redundancies – https://www.acas.org.uk/manage-staff-redundancies
30 July 2020 - New law will ensure furloughed employees are not short changed if made redundant
From the 31st July 2020 all furloughed employees are to receive redundancy payments at 100% of their normal pay rather than a reduced furlough rate. The Government had been urging companies to pay an employee who benefits from statutory redundancy at the rate of the employee’s normal wage prior to furlough, however some companies had not and had calculated the pay based on the furlough rate which was less.
Business Secretary Alok Sharma said
“The government is doing everything it can to protect people’s incomes through our Coronavirus Job Retention Scheme, which is now supporting over 9 million jobs across the UK. We urge employers to do everything they can to avoid making redundancies, but where this is unavoidable it is important that employees receive the payments they are rightly entitled to. New laws coming into force today will ensure furloughed workers are not short-changed if they are ever made redundant – providing some reassurance for workers and their families during this challenging time.”
20 July 2020 - Employment: Back to work and Covid 19
With changes coming on 1st August, we have produced an FAQ to answer questions about getting employees back to work, based on government updates
15 July 2020 - Government announces Job Retention Bonus
The government has announced a Job Retention Bonus (JRB) which is designed to encourage employers to continue the employment of employees beyond the end of the CJRS.
The JRB, which is to be paid from February 2021, is available if an employee:
- remains continuously employed, and
- earns above the Lower Earnings Limit (£520 per month) on average between the end of the CJRS and the end of January 2021.
Additional information about the JRB will be released later this month.
6 July - Confusion over furloughing and redundancy
You may have read an article over the weekend in a broadsheet about the Treasury Direction issued on 25 June 2020 in respect of the Furlough Scheme and its relationship with redundancy situations. That article could be understood as meaning that the employer must intend for the employee to continue to be employed after the Furlough Scheme has ended – i.e, reimbursement under the scheme is not possible for those employees made redundant before or at the end of October. This is not so.
The Treasury Direction simply confirms that the Furlough Scheme cannot be used to pay:
- in lieu of notice, or
- statutory redundancy payments.
However, employers can make redundant those employees in respect of whom it has made reimbursement claims for under the scheme. Additionally, employers can use the Furlough Scheme for salaries paid to an employee who continue in employment (albeit not working) during for their notice period.
6 July 2020 - 30-day moratorium introduced for the Coronavirus Job Retention Scheme (CJRS) or the Self Employed Income Support Scheme (SSEISS)
Under the Finance Bill 2020, a 30-day moratorium is to be included in respect of the Coronavirus Job Retention Scheme (CJRS) or the Self Employed Income Support Scheme (SEISS). This that persons notifying HMRC of erroneous (or even ‘deliberately incorrect’) grant claims under the CJRS or the SEISS will avoid being charged a penalty by HMRC provided the notification is given:
- within 30 days of the incorrect claim, or
- within 30 days of the Finance Bill 2020 receiving Royal Assent if the claim arose before that date.
Royal assent is expected some time this month.
The Bill will also confirm that grants under the CJRS and SEISS are taxable income and will provide HMRC with the means of recovery of incorrect payments together with the power to impose penalties for deliberately false claims.
29 June 2020 - Treasury has issued a further Treasury Direction on the Coronavirus Job Retention Scheme (CJRS)
On the back of recent HMRC guidance (see 16th June update below) the Treasury has issued a further Treasury Direction on the Coronavirus Job Retention Scheme (CJRS) which allows for flexible furlough arrangements until 31 October 2020 – the flexible furlough scheme commences on 1 July. This new Direction modifies the effect of the previous Directions made on 15 April and 20 May.
Key aspects of this Direction are:
- Confirmation that employers will only be able to participate in the flexible furlough if:
- a claim under the original scheme has been made by 31 July; and
- that claim was in respect of an employee who has been furloughed for a minimum of three weeks beginning on or before 10 June (this is unless the employee is either family leave returner or an armed forces reservist in which case the 10 June restriction is dis-applied).
- Employers and employees must reach agreement on flexible furlough arrangements. As with the original furlough scheme, the agreement must either be made in writing or confirmed in writing, and retained by the employer until at least 30 June 2025.
- Details for calculating the amounts the employer can recover for those employees who work part-time on flexible furlough.
18 June 2020 - New Data Protections for Employers dealing with COVID-19
The ICO’s website has been updated with Q&As as well as guidance on data protection issues for organisations as lockdown restrictions start to ease and businesses begin to reopen.
Whilst organisations can ask employees whether they are experiencing any COVID-19 symptoms and introduce appropriate testing the personal information obtained must be handled in compliance with data protection legislation.
16 June 2020 - The introduction of flexible furloughing
Last week, HM Revenue and Customs published further updates to the official guidance on the Coronavirus Job Retention Scheme (CJRS) which are designed to deal with flexible furloughing. The key points are:
- From 1 July, the minimum 3 consecutive weeks’ period will no longer apply and leave can last for any period
- From 1 July employers can introduce part-time arrangements – employers must ‘keep a new written agreement’ and will be liable for all payments due to employees for those hours they work. Reimbursement will be available only for those hours the employee is furloughed. The guidance includes an example for calculating pay for an employee who is flexibly furloughed. It’s anticipated that getting the calculation right is going to be extremely tricky.
- Tapering arrangements have been confirmed as:
- from 1 August, employers will have to pay employer NI contributions and employer pension contributions, with the CJRS continuing to pay 80% of wages up to a cap of £2,500;
- from 1 September, employers will also have to pay 10% of wages, with the CJRS paying 70% (capped at £2,187.50); and
- from 1 October, employers will have to pay 20% of wages, with the CJRS paying 60% (capped at £1,875).
Link to updated guidance
16 June 2020 - Forces update- Reservists returning to civilian work eligible for government support schemes, and help for self employed reservists.
On the 15th June HM Treasury announced that the furlough scheme will be extended for reservists.
If you have a reservist employee who has been called out for permanent service (mobilised) and is likely to be demobilised in the coming months, you will be able to furlough him/her under the government’s Coronavirus Job Retention Scheme, even though the deadline for registration under the scheme has passed.
It was also announced that self-employed army, navy, and airforce reservists who are currently ineligible for the Self Employment Income Support Scheme as a result of their service will be able to access a grant.
More details here, which will be updated in the coming weeks.
1 June 2020 - New changes to CJRS
The Chancellor of the Exchequer has set out the following changes to the Coronavirus Job Retention Scheme (CJRS):
- From August employers will have to pay national insurance and pension contributions,
- From September employers will also have to pay 10% of wages,
- From October the wage contribution by employers is to increase to 20%.
- Part-time working will be allowed under the scheme from 1 July (this has been brought forward from August as originally intended).
The HM Treasury has published a factsheet which provides guidance on how ‘flexible furloughing’ will be implemented. The factsheet states that, from 1 July, subject to having an employees written agreement employers will be able to bring back to work any employees who have previously been furloughed for any amount of time and any shift pattern. The employer will still be able to claim under the CJRS for such employees’ normal hours not worked but will have to pay in full for any hours worked, and will be responsible for tax and NI contributions on those payments. Further guidance from HM Treasury on flexible furloughing is expected on 12 June.
The Chancellor has also indicated that the CJRS will close to new entrants from 1 July.
29 May 2020 - SSP and Track & Trace
Following the introduction of new Test and Trace system, The Statutory Sick Pay (General) (Coronavirus Amendment) (No. 4) Regulations 2020 have been extended.
The extension means that statutory sick pay is payable to a person who is self-isolating for 14 days as a result of being notified that they have had contact with a person with coronavirus.
The government has also updated its guidance for employers whose employees are told to self-isolate under the new system.
26 May 2020 - A new Treasury Direction has been issued by the Chancellor for the CJRS
A new Treasury Direction has been issued by the Chancellor; this Direction modifies the effect of the Coronavirus Job Retention Scheme (CJRS) as set out in the previous CRJS Direction. Key elements include:
- The removal of the explicit requirement in the original Direction that an agreement required to place an employee on furlough must be in writing. The new Direction allows for consent to be express consent. The Direction also states that either the agreement (where in writing) or a record of the agreement (if express) must be retained until at least 30 June 2025.
- Detailed guidance on the kinds of study and training that an employee can do while on furlough without breaching the requirement that a furloughed employee do no work for the employer.
- Confirmation that pension scheme trustees can continue to do work for the sole purpose of fulfilling their duties.
- Confirmation that, if SSP is being paid/due to be paid, furlough cannot begin until immediately after the end of the ‘period of incapacity for work’ for which the SSP is being paid or due to be paid. The end of the period of incapacity should be agreed by the employer and employee.
- Confirmation of how the CJRS applies to employees on unpaid leave.
18 May 2020 - HMRC deadline for May furlough reimbursement is 20 May
Businesses have been reminded by HMRC that, to receive reimbursement by the end of the month for those salaries paid to furloughed workers for May, claims need to be in by Wednesday 20 May.
As with claims made previously, all records and calculations should be retained in order that HMRC seeks to query any elements of each claim.
By way of a quick reminder, the Corona Virus Job Retention Scheme will continue in its current form until the end of July. As of 1 August and until the scheme ends (this is currently scheduled to be the of October) there will be greater flexibility for those employers furloughing some/all staff – a key change will be the ability to bring back employees on a part-time basis. Further details on the changes are expected by the end of May.
Other HMRC guidance and support
HMRC’s online guidance includes:
- information for furloughed employees
- that work furloughed company directors can undertake
- what time periods you can claim for, and
- detail on non-discretionary payments, holiday pay and record keeping.
HMRC webinars are also available and which provide an overview of the scheme and a detailed session about how to make a claim. Webinar places can be booked by going to GOV.UK and searching ‘help and support if your business is affected by coronavirus’.
14 May 2020 - Government guidance on holiday rights during the coronavirus pandemic
The Department for Business, Energy and Industrial Strategy has now published guidance on workers’ entitlement to holiday and holiday pay. This guidance, comes with a health warning – in that it has no legal effect and so does not have to be followed by courts or tribunals when determining holiday pay claims. Despite this, it will still be helpful for many employers as it covers a number of areas and confirms that which we have previously believed to be the case including:
- the accrual of annual leave entitlement – furloughed workers continue to accrue entitlement to annual leave under the Working Time Regulations 1998,
- taking holiday during furlough – the mere fact holiday is taken during this time will not bring furlough leave to an end,
- the rate of holiday pay – the guidance states that this rate of pay must be ‘the correct holiday pay in accordance with current legislation’ which means that employers will likely have to top up pay,
- the new right to carry forward leave that could not be taken because of the COVID-19 pandemic – this right was provided for in the Working Time (Coronavirus) (Amendment) Regulations 2020. These Regulations allow for some or all of the basic four weeks’ untaken leave to be carried forward into the following two leave years. The guidance includes the factors to be taken into consideration when deciding whether it was not reasonably practicable for a worker to take leave. As for furloughed workers, the guidance notes that the need to carry forward statutory annual leave will likely only come into operation in limited circumstances such as when the employer is unable to fund the difference between furlough pay and holiday pay.
13 May 2020 - Information Commissioners Office Publishes New Coronavirus Hub
The ICO has produced a Coronavirus hub on its website which provides useful guidance on data protection obligations including those that apply to home working.
The hub also includes a Q & A section on covid workplace testing which is likely to become a topic of debate in forthcoming times given the imminent return to work within a number of business sectors. The links for both the hub and the Q & A pages are:
Access the Coronavirus Hub – https://ico.org.uk/global/data-protection-and-coronavirus-information-hub/
Access the Workplace Testing Guidance For Employers – https://ico.org.uk/global/data-protection-and-coronavirus-information-hub/data-protection-and-coronavirus/workplace-testing-guidance-for-employers/
12 May 2020 - Coronavirus Job Retention Scheme Extended
The Chancellor has today announced that the Coronavirus Job Retention Scheme will be extended for four months, until the end of October 2020. He has also announced that there are to be no changes to the scheme until the end of July.
It has also been announced that, between August to October 2020, the scheme will allow furloughed employees to be brought back part-time. It is understood that full details of the changes to the scheme will be published by the end of May.
12 May 2020 - Key Employment Law Principles For Employers Returning to Work
As we have already reported today, the government has published guidance for businesses returning to work after lockdown. The guides are designed for businesses operating in 8 sectors – namely construction and other outdoor work; factories, plants and warehouses; labs and research facilities; offices and contact centres; other peoples’ homes; restaurants offering takeaway or delivery; shops and branches; and vehicles). Whilst each guide contains guidance specific to each of those sectors, there are a number of overarching principles; key include:
- Health & safety laws apply to all businesses and accordingly there is a responsibility protect both workers and others (including visitors) from risks to their health and safety.
- Risk assessments are a legal requirement for all businesses – those risk assessments must now address the risks of COVID-19 and should take account of the guidance and decisions should be informed by it. The HSE website contains a number of interactive tools for assessing risk as well as risk assessment templates.
- If your business has less than 5 workers “you don’t have to write anything down as part of your risk assessment”. Conversely, it is expected that those businesses with over 50 workers should publish its risk assessment on its website.
- The guidance is non-statutory and all employment law and equality obligations prevail. Therefore, any changes to hours or ways of working which amount to a change in terms require compliance with the requisite consultation obligations. Additional considerations should be given in relation to those with protected characteristics.
The principles above apply not just to employees but agency workers, contractors and other visitors to the business.
It is expected that the guides will be revised over the forthcoming days and weeks. We’ll continue to keep you updated on this as well as any other key developments.
12 May 2020 - Making Workplaces Covid Secure - Government publishes guidance
‘A list of guidelines to make the workplace ‘Covid Secure’ have been published with specific guidance for:
- Construction and other outdoor work
- Factories, plants and warehouses
- Labs and Research Facilities
- Offices and contact centres
- Restaurants offering takeaway or delivery
- Shops and Branches
A Covid 19 Risk Assessment is expected from the HSE imminently.
11 May 2020 - The UK Government’s COVID-19 recovery strategy and advice for employers
The government’s OUR PLAN TO REBUILD: The UK Government’s COVID-19 recovery strategy which was published today, includes a section on those key aspects employers need to be aware of. This includes:
Working from home “rather than their normal physical workplace, wherever possible.” This is for the foreseeable future.
- Those who cannot work from home should go to their physical workplace if it is open. The government has listed those sectors of the economy that can be open – this includes food production, construction, manufacturing, logistics, distribution and scientific research in laboratories. There are some workplaces which must remain closed at this time – these include hospitality and non-essential retail.
- Guidelines for workplaces t ensure they are operating safely will be published later this week.
The position remains the same for someone has Covid-19 symptoms, or is in a household where another has those symptoms – they must self-isolate and not go to work.
6 May 2020 - Can a business continue with a grievance or disciplinary procedure during lockdown?
The short answer to this question is “yes” even if employees involved in the process are on furlough leave. However, careful thought will need to be given to ensure the process is both fairly conducted and carried out in compliance with current lockdown rules and social distancing requirements.
To assist all employers, ACAS has issued a guidance for handling grievance and disciplinary processes during the coronavirus pandemic. Do please be aware that it is considered that the guidance goes further than the law actually requires.
The guidance can be accessed here
4 May 2020 - Treasury Direction: Self-Employed Scheme
The Treasury’s Direction for the government’s self-employed income support scheme has been issued. Key points include:
- It is not available to any self-employed person (provided they fulfilled certain financial criteria) – only those, whose business has been adversely affected by coronavirus or coronavirus disease, may claim.
- Although they must have traded in 2018/19, 2019/20 and intend to trade in 2020/21, the claimant only needs to have completed a tax return in one of three relevant years.
- The claimant’s income (profit before tax) must be under £50,000pa.
- As with the Coronavirus Job Retention Scheme, the grant (which is called a SEISS payment) is 80% of 3 months’ earnings averaged over the last three years.
- No credit is given for any earnings received by the individual during the period covered by SEISS. This means those who have lost amounts as a direct result of coronavirus can still receive up to £7,500 which is the maximum SEISS payment.
2 May 2020 - Government announces Top-up to local business grant funds scheme
On Saturday a discretionary fund was announced to address the losses being felt by certain small businesses that were previously outside the scope of the business grant funds scheme.
- £617 million more will be made available.
- This is a 5% uplift to the £12.33 billion funding previously announced for the Small Business Grants Fund (SBGF) and the Retail, Hospitality and Leisure Grants Fund (RHLGF).
- Local authorities will make the decisions and will be told next week how much they have to allocate.
- The Government will confirm the exact amount for each local authority next week.
- Aimed at small businesses with ongoing fixed property-related costs.
- Local authorities will be asked to prioritise businesses in shared spaces, regular market traders, small charity properties that would meet the criteria for Small Business Rates Relief, and bed and breakfasts that pay council tax rather than business rates.
- Local authorities will have discretion to allocate funding how they see fit, the above is a guide. They can make payments to other businesses.
- be small,
- under 50 employees,
- must demonstrate that they have seen a significant drop of income due to the Coronavirus restriction measures.
LA’s can award £25,000, £10,000 or any amount they wish below £10,000.
As with other schemes in this current climate more details will follow the announcement in the coming days.
24 April 2020 - Is An Employee's Written Agreement Needed For Furloughing?
There has been recent uncertainty as to whether an employee’s written agreement to being furloughed is required by an employer before that employer can make a reimbursement claim to the HMRC under the CJRS. It appears from a communication from the HMRC to a member of the legal profession that this uncertainty has now been resolved and that the HMRC, will follow the Guidance as opposed the Treasury Direction in this regard.
This means that, whilst employers must reach an agreement with an employee before furloughing that employee, it is not a reimbursement requisite to have that employee’s written agreement. However, there does remain the need to have an audit trail of the employee’s agreement to being furloughed.
20 April 2020 - Claiming Coronavirus Job Retention Scheme - Jennie Jahina advises
With the HMRC online CJRS portal now up and running organisations will need to make sure they have the correct paperwork in place when claiming. The Treasury Direction to HMRC states there must have been a written agreement in place between the employee and the employer (see our update dated 16 April) prior to furlough leave commencing. It is currently unclear whether employers can claim under the CJRS for employees who have not specifically agreed in writing to being furloughed.
HMRC has also published two new guidance documents. The first is a guide for how employers can claim under the CJRS. The second is a guide for calculating 80% of an employee’s wages. Links for the guidance documents appear below.
The HMRC’s guidance for employees has also been updated. This guidance clarifies the position in respect of those employees taking holiday whilst on furlough leave. However, employers can still rely on their right to refuse holiday leave requests in accordance with legislation.
20 April 2020 - New Guide For Calculating 80% of Furloughed Employees Wages
The new guide enables you to calculate 80% of your employee’s wages, National Insurance Contributions and pension contributions if you’ve furloughed staff due to coronavirus (COVID-19). Access the calculator here
20 April 2020 - New Step By Step Coronavirus Job Retention Scheme (CJRS) Claims Guide
The government has now released a step by step guide to Coronavirus Job Retention Scheme. This guide explains the information that employers need to provide to claim for their employees’ wages.
17 April 2020 - Furlough Scheme extended Until June 30th
More to follow but details likely to remain the same with this being a simple extension of the scheme, in addition to yesterday’s announcement regarding a change of date to the original eligibility criteria.
Chancellor of the Exchequer, Rishi Sunak, said:
We’ve taken unprecedented action to support jobs and businesses through this period of uncertainty, including the UK-wide Job Retention Scheme. With the extension of the coronavirus lockdown measures yesterday, it is the right decision to extend the furlough scheme for a month to the end of June to provide clarity.
It is vital for people’s livelihoods that the UK economy gets up and running again when it is safe to do so, and I will continue to review the scheme so it is supporting our recovery.
16 April 2020 - Coronavirus Job Retention Scheme Updated
The Treasury’s Direction to HMRC has now been issued. This contains authority and instructions for making payments under the Coronavirus Job Retention Scheme and is expected to be the definitive guidance on how the Job Retention Scheme works.
Key aspects of the Direction include:
- employees who were employed on 19 March 2020 are eligible for furlough – previously the cut-off date was 28 February 2020. However, the employer will have to prove the employee was on the payroll by that date.
- An employee can be furloughed if their dismissal was “by reason of circumstances as a result of coronavirus or coronavirus disease” – this means it’s not limited to only those employees who were/would otherwise be made redundant.
- Furloughed directors can only undertake work to fulfil a duty or other obligation arising from an Act of Parliament relating to the filing of company’s accounts or provision of other information relating to the administration of the director’s company.
- Employees will only be deemed “furloughed” if there is a written agreement that the employee will cease all work. Where there is no written agreement, it’s possible that the CJRS will not apply and accordingly employers will not be eligible for reimbursement.
- Performance related bonuses, discretionary payments, commission and any non-financial benefits must be disregarded for the furlough claim. However, it may be possible to claim for some deferred payments.
Any furlough agreement which makes the payment conditional on the CJRS paying out may disqualify the employer from claiming those salary payments under the scheme.
9 April 2020 - CJRS online portal news
On 8 April 2020 HMRC gave a Parliamentary Select Committee an update on the online portal for employers to access under the CJRS. Key elements of the update included the following:
- The online portal is currently undergoing testing by a number of selected employers.
- Further guidance on the scheme and portal use is to be issued next week (week commencing 13 April 2020).
- The online portal, will be available to all employers on 20 April 2020.
- The online portal is a self-service system but there will be a helpline for employers to call for help with the portal.
- Payments will be made to those employers who have claimed using the portal by 30 April 2020.
The House of Commons Library has now issued helpful FAQs on the CJRS which can be accessed at FAQs on the Coronavirus Job Retention Scheme.
9 April 2020 - Can I place apprentices on Furlough Leave?
The short answer to this question is that apprentices can be placed on furlough leave and still continue their training provided that they do not carry out any services which generates revenue for their employer during this time. However, the government has recently published further guidance in respect of furloughed apprentices. There are some key points for employers to be aware of which include:
- Implementing arrangements for the necessary training and assessment to take place – the government’s guidance is that, ideally, this is done remotely
- Extending the assessments timetable where necessary
- Ensuring national minimum wage compliance
The updated guidance also clarifies that the apprenticeship levy payments for employers will not be suspended during furlough leave periods.
07 April 2020 - Construction Sites and Covid-19
The recent social distancing guidelines put in place by the Government have undoubtedly affected the way all industries are now working. One industry in particular has raised numerous questions and uncertainties about how future work and contracts will be affected.
As offices around the country close their doors and their employees move to remote working, many construction sites remain open for business as usual. This means that pressure is being placed on companies who find themselves torn between adhering to the government instructions and fulfilling their contracts with larger contractors.
The question that many UK businesses now face is ‘will I be subject to a claim for breach of contract and damages if we choose to stop work in light of the pandemic?’. Unfortunately the answer is not a straightforward one.
While many companies are taking a commercial view on contracts already entered in to in light of the climate we now find ourselves in, many businesses now face the threat of legal action, damages for breach of contract and the legal costs that are involved with it.
Every contract is different, the specific terms of the contract entered in to will be vital to ascertain your business’s position. It is therefore critical that you obtain the right commercially effective advice for your business, especially in the uncertain times we find ourselves in.
6 April 2020 - Update on Furlough Leave Guidance
HMRC has published an updated guidance on it’s CJRS. There are many unanswered questions, however the updated guidance does answer a few.
- An express allowance that employees can start a new job when on furlough leave – this means that they could, theoretically, receive a Furlough Leave payment for their old salary plus 100% salary for their new job.
- A clarification that employers can reclaim 80% of compulsory commission payments in relation to commission but cannot reclaim for non-monetary benefits (e.g. the value of health insurance or a car).
- Company directors can be furloughed provided they perform only their statutory duties – although the guidance fails to specify what “statutory duties” includes.
- Employees can be furloughed multiple times which allows for the rotation of furloughed employees.
27 March 2020 - Rules on Carrying over Annual Leave to be Relaxed
The right to carry-over untaken holiday leave has been extended in the event leave was not been taken because of the COVID-19 pandemic.
The extension allows untaken leave to be carried over into the next two leave years. Equally, the right to a payment in lieu of untaken holiday on termination of employment is extended. But the extended rights apply only to 4 weeks of statutory leave.
Conversely, the employers’ right to refuse leave has been restricted. This new restriction has given a good deal of uncertainty as to when leave can be refused.
26 March 2020 - Claim for Wage Costs through the Coronavirus Job Retention Scheme
The Coronavirus Job Retention Scheme is a temporary scheme open to all UK employers for at least three months starting from 1 March 2020. We expect the scheme to be up and running by the end of April. It is designed to support employers whose operations have been severely affected by coronavirus (COVID-19).
The HMRC has just published guidance on the Coronavirus Job Retention Scheme, aka Furlough Leave. This guidance provides some detail on:
• which businesses and employees will be covered;
• what counts as ‘furloughing’; and
• how employees’ wages will be calculated.
The guidance has confirmed the scheme, which it expects to be up and running by the end of April, will be in place for at least three months from 1 March 2020. The scheme’s online portal will enable employers to reclaim:
• wage costs – which is actual salary before tax and does not include fees, commission and bonuses
• the employer’s NI contributions, and
• the minimum automatic enrolment employer pension contributions on that wage.
The guidance also covers how to calculate the wage for those whose pay varies and reiterates that the employee must undertake no work for the employer whilst “furloughed”. However, training which does not bring in any money for the employer can be undertaken by employees whilst on Furlough leave.
Employers can use a portal to claim for 80% of furloughed employees’ (employees on a leave of absence) usual monthly wage costs, up to £2,500 a month, plus the associated Employer National Insurance contributions and minimum automatic enrolment employer pension contributions on that wage. Employers can use this scheme anytime during this period.
The scheme is open to all UK employers that had created and started a PAYE payroll scheme on 28 February 2020.
26 March 2020 - Emergency Measures in relation to SSP
The Coronavirus Act 2020, which received royal assent on 25 March 2020, introduces a number of emergency measures in response the coronavirus pandemic. A number of these are the following employment-related changes:
- SSP is payable from the first day of sickness or self-isolation and can be funded by HM Revenue and Customs;
- ‘emergency volunteering leave’ is a new form of leave to enable emergency volunteers in health or social care to take unpaid time off work and receive compensation for loss of earnings.
There is still some uncertainty about these changes as both require secondary legislation, and so will only take effect on a date still to be decided.
What do we know now?
- coronavirus-related SSP, which is paid by the employer, will be funded by the state. Although, again, the requisite regulations for this state funding are still to be drafted and there is uncertainty as to how this will apply. But it’s anticipated that the regulations will be along the lines of the Chancellor of the Exchequer’s 17 March 2020 announcement that funding would be available to employers with fewer than 250 employees and limited to two weeks’ SSP per eligible employee.
- Emergency volunteering leave is aimed at allowing workers to take unpaid leave from their employment and, instead, volunteer temporarily in the NHS or social care sector. Individuals seeking this leave must have received the necessary authorisation, given the applicable notice and certificate to their employer and take the leave in blocks of either two, three or four weeks in any 16 weeks’ voluntary period. Employees taking or proposing to take this leave will have additional and new employment law protections.
24 March 2020 - The Importance of the Termination Processes
Given the economic impact the Coronavirus has had on businesses up and down the country, accounts of job losses and redundancies are sadly already being reported. Regrettably there are likely to be more, despite the Government’s measures to support people and businesses without doubt, this is a worrying time for both employees and employers.
With the inevitable slowing of recruitment, an extended time on the hands of those without jobs, and the abolition of tribunal fees, this may result in a sharp increase to employment tribunal claims.
Employers must take stock and ensure appropriate processes are followed ahead of making any headcount changes.
The importance of this has been made all the greater following the government’s introduction of the Furlough scheme. Final details are yet to be provided by the Government for this scheme, which will pay salaries of those businesses who’s otherwise lay-off/make redundant their staff as a result of Covid 19. More details below.
During the current economic environment company processes can be adapted to meet business needs whilst, at the same time, ensuring they can defend any changes that are pushed through thus leaving the business to focus on surviving and evolving once this pandemic is but a memory.
The significance of fairness and following the correct procedures cannot be underestimated in these challenging times.
24 March 2020 - Financial Help for Freelancers and the Self-Employed
There has been much criticism that the government has put in place financial assistance for the employed but has “forgotten” about the self-employed and those in the gig economy. In response to this, the House of Commons Public Bill Committee has proposed the Statutory Self-Employment Pay amendment to the Coronavirus Bill.
This amendment, if passed in its current form, will mean the introduction of Regulations whereby “freelancers” and “self-employed people” will receive guaranteed earnings of:
(a) 80% of their monthly net earnings, averaged over the last three years; or,
(b) £2,917 per month
whichever is the lower.
Although the term “Freelancers” is yet to be defined, the proposed amendment offers some hope to many who had fallen between the gaps of the financial assistance schemes currently in place.
We will report more on this as and when the provisions become clearer.
What is Furlough Leave?
In short, this is a Covid-19 job retention scheme that was introduced by the government on Friday. Details are a little sketchy right now and this article will be updated as we get more information about it.
Who can access this scheme?
All employers can access it.
What is it’s function?
To pay the salaries of those who would otherwise lay-off/make redundant their staff as a result of Covid-19
What do I need to do as an employer to take advantage of this scheme?
There are a number of steps that you need to take. They are as follows:
1. Designate your “furloughed” worker(s).
This is not a currently recognised concept. It references anyone who the company is asking to stay at home due to Covid-19
2. Identify if your contract allows the right to lay-off or provide short-time working to your furloughed worker(s).
Very few contracts include these clauses. If it doesn’t, you’ll need to agree the change in status with the employee. This can be achieved through a very short consultation exercise. It’s anticipated that agreement will be readily given by most.
3. Once a worker is designated a furlough worker (and they must be notified of this), provide HMRC with the requisite information.
This is to be done through a new, online portal which is still to be set up.
How much will HMRC reimburse an employer?
HMRC will reimburse 80% of a furloughed worker’s salary up to a maximum of £2,500 per month. It’s not currently clear whether the £2,500 cap is in relation to the amount HMRC will pay or whether it is the cap to be applied to all salaries so the reimbursement for a furloughed worker will be 80% of £2,500. It’s expected this guidance will be given shortly.
Can an employee work whilst designated a “furloughed worker”?
To qualify for the scheme the individual cannot undertake work for the employer at this time otherwise the employer is not able to access the scheme.
What about the remaining 20%?
The employer can top up the missing 20% not reimbursed by the government. If the employer chooses not to do so, it will need an agreement from the employee in this regard otherwise the employer faces the risk of unlawful deduction/breach of contract claims. Again, this is something that is expected and can be readily achieved through the consultation exercise.
Working from Home
One of the biggest considerations right now is remote working / home working, regardless of whether it’s part of minimising potential exposure for your employees, or part of a wider policy of self-isolating.
The Government is asking that employees work from home whenever they can (and it’s important to note that this is where reasonable and practical as opposed to a directive).
What should employers be doing?
Some may elect to put in place a temporary working from home agreement which covers all the salient points. Where these agreements are not in place it is worth checking that the following is sufficiently robust:
Do place of work clauses include home addresses?
Are confidential information clauses sufficiently robust?
Are your home working policies and procedures GDPR compliant? (how is data secured, stored, encrypted etc whether online or offline, “hard copy” or “soft copy”)
Does your Electronic Communications Policy cover home working?
Do you have a “Use your own devices” policy?
Does your expenses policy need reviewing? (is it reasonable to offset additional lighting/heating costs for working from home, against a reduction in personal travel expenses?)
Health and Safety
Have the requisite audits been undertaken?
Review insurance cover for home working arrangements
Make sure Communication plans are up to date
Implement appropriate supervision arrangements
Consider how you will deal with those employees who cannot work from home
Helpful Guidance for Employers and Employees
• ACAS: Guidance for employers and employees from ACAS, the Advisory, Conciliation and Arbitration Service, an independent body funded by the Government, is available here – https://www.acas.org.uk/coronavirus
• NHS: Health-related guidance from the National Health Service is available here – https://www.nhs.uk/conditions/coronavirus-covid-19/
• Public Health Guidance: Public Health England including, eg, specific guidance for employers, educational and health-related organisations, and an option to receive updates directly is available https://www.gov.uk/government/organisations/public-health-england
What are Working Parents Entitled to in Light of School Closures?
Statute allows time off for emergencies – this includes taking time to put in place longer-term arrangements.
Strictly speaking, this form of leave is designed to be short-term so typically 1 or 2 days at most. However, given the unprecedented position we all find ourselves in, employers are urged to be flexible in their approach in this regard and allow this form of time off to continue for longer than would ordinarily be the case.
This form of statutory leave is unpaid although some employers emergency time-off polices provide for this form of leave to be paid.
Alternatively, employees may be able to:
- Work from home where their job allows this. This may require some flexibility in terms of the hours they work to enable them to juggle both childcare and work. And employers are advised to have in place homeworking policies which cover the key aspects of homeworking – not least data protection compliances; or
- Utilise holiday entitlements – pay and procedures should apply as they would in ordinary circumstances.
Should school closures continue for an indefinite period of time employers will need to contingency plan for voluntary leave options (this may be either/a mixture of paid and unpaid leave), short time working and lay-offs.
In the absence of an employer having a contractual right to implement any of these options careful consideration must be given to the appropriate processes that the business should follow. Even where your terms and conditions of employment already allow for these options, their implementation will still need careful handling to avoid costly claims.