Job Retention Scheme FAQs
Employers can use the HMRC portal to claim for 80 per cent of furloughed employees’ usual monthly wage costs, up to £2,500 a month.
Only employees who had previously been furloughed for a period of at least three weeks can now been furloughed.
When launched in March the scheme was initially only due to run for three months to the end of May, but the Government later extended the scheme until the end of October 2020.
Since 1 July, employers have been able to make new flexible furlough agreements with employees that enable them to return to work on a part-time basis, while the employer will still be able to claim a CJRS grant for the hours not worked.
Since 1 August, CJRS grants have ceased to cover the costs of employer NICs and pension contributions in respect of furlough pay.
In September, the value of CJRS grants will reduce to 70 per cent of furloughed employees’ usual wages, with employers required to top-up the remaining 10 per cent so that furloughed employees still receive 80 per cent of their usual wages, capped at £2,500 a month.
Finally, October will see the value of CJRS grants fall to 60 per cent of furloughed employees’ usual wages, with employers having to contribute the remaining 20 per cent.
Employers are responsible for calculating the correct amounts to claim from the scheme, with HMRC expected to take a hard line on errors that are not corrected quickly.
HMRC’s guidance walks employers through the various calculations needed to work out the amounts they need to claim in respect of furloughed employees in different circumstances over the remaining months of the scheme.
This includes information about:
- Calculating flexible furlough claims;
- calculating employer NICs and pension contributions on hours worked and furlough hours;
- dealing with considerations around the National Living Wage (NLW) and National Minimum Wage (NMW);
- employees returning from parental leave;
- employees returning from Statutory Sick Pay (SSP) and
- the reduction in the value of the main grant in September and October.
To help employers deal with the potentially wide range of permutations, HMRC has published example calculations in the guidance dealing with different situations. To read the latest guidance, please click here.
Where employers find that they have overclaimed, they can report this as part of their next claim, which will be adjusted down to take the previous overpayment into account. HMRC says it is working on a mechanism to deal with circumstances where an employer has overclaimed but does not wish to make further claims. In the event of underclaims, employers should contact HMRC directly.
If an employer has received an overpayment and is making further claims, it can offset the overpayment against the amount of its next claim. HMRC has now confirmed arrangements for employers that are no longer claiming grants from the scheme but which need to repay an overpayment.
In these circumstances, an employer needs to call HMRC to obtain a payment reference number. The money owed can be paid by Faster Payments, CHAPS or Bacs to HMRC’s accounts.
Further guidance can be viewed here.
If the employee has been employed for a full twelve months prior to the claim, you can claim for the higher of either:
- the same month’s earning from the previous year
- average monthly earnings from the 2019-20 tax year
If the employee has been employed for less than a year, you can claim for an average of their monthly earnings since they started work. Those who started in February should have their pay calculated pro-rata.
As an employer, it is your responsibility to calculate how much of an employee’s salary you can claim for, including the amount of Employer National Insurance Contributions and minimum automatic enrolment employer pension contributions you are entitled to.
Employees returning from statutory maternity and paternity leave in the next few months will remain eligible for furlough through the Coronavirus Job Retention Scheme (CJRS).
Since 10 June, it has no longer been possible to furlough an employee for the first time, with the Government set to introduce part-time furlough from 1 July onwards. To facilitate this, the scheme will only be available to employers that are using the CJRS and employees that have previously been furloughed.
Because workers must complete 21 days of furlough to be eligible for part-time furlough, this means that the cut-off date for employees to be placed on furlough leave was Wednesday 10 June.
However, employees returning from parental leave will be eligible for the CJRS as they return to work, with further details set to be announced by the Government imminently.
Yes, directors of a company can be furloughed. The guidance provides an exemption for company directors who are also furloughed employees to carry out duties “relating to the filing of company accounts or provision of other information relating to the administration of the director’s company…”. This may include Companies House submissions and other statutory duties.
During this period directors should be careful to avoid anything that could be mistaken for work, including posting promotional material on their social media feeds.
It may be appropriate to furlough IR35 contractors deemed employees “in a small number of cases”.
Public sector organisations have to confirm this with both a contractor’s Personal Service Company (PSC) and the fee-payer and agree between the parties that the contractor will not carry out work for the organisation during the period of furlough.
The fee-payer – usually the agency that pays the PSC – will have to apply for a furlough payment of 80 per cent of the monthly contract up to the £2,500 cap and the employer National Insurance Contributions (NICS).
The fee-payer will then need to pay the furlough payment in respect of wages to the PSC via PAYE and make the necessary tax and NIC deductions.
The PSC will have to report the payment to the contractor as deemed employment income via PAYE using box 58A on the PAYE Real Time Information return.
If a contractor opts to furlough themselves as an employee or director of their PSC, and they are still receiving an income from a public sector organisation, including through the CJRS, they must deduct this income from their reference pay for the CJRS.
Employees who are unable to work because they have caring responsibilities resulting from coronavirus (COVID-19) can be furloughed, as long as they meet the other requirements of the scheme.
If your employee is on sick leave or self-isolating as a result of Coronavirus, they can claim Statutory Sick Pay. The CJRS is not intended for short-term absences from work due to sickness, and there is a three-week minimum furlough period. However, if an employer wants to furlough employees for business reasons and they are currently sick or self-isolating, they are eligible to do so, but these employees should no longer receive sick pay and would be classified as a furloughed employee.
Originally employees could only be furloughed for a minimum period of three consecutive weeks. Employees can be furloughed multiple times, but each separate instance should have been for a minimum period of three consecutive weeks.
Since 1 July, employers have been able to make new flexible furlough agreements with employees that enable them to return to work on a part-time basis, while the employer will still be able to claim a CJRS grant for the hours not worked. Only employees who have been furloughed for a full three-week period up to this point are still be eligible to be furloughed.
The CJRS does not cover performance-related pay, but employers can voluntarily top up pay to reflect this if they wish to.
Employees can be on any type of employment contract, including full-time, part-time, agency, flexible or zero-hour contracts to be eligible for the Coronavirus Job Retention Scheme. Depending on the arrangement with the employment agency, it may be down to them to furlough the member of staff.
Those who are contractually obliged to enhanced maternity, adoption or shared parental pay are eligible for the scheme, but not those on statutory maternity pay. They will be paid in the same way and cannot be additionally furloughed.
Since 1 July 2020, it has been possible to bring back staff on a part-time basis who were furloughed full-time for a minimum of three weeks prior to this date. However, it is not possible to use the scheme in this way for any other staff, even if they are working reduced hours.
New employers since 19 March 2020 can claim under the CJRS if either the TUPE or PAYE Business Succession Rules apply to the change of ownership of the business. Groups of companies that have consolidated their payrolls into a new PAYE scheme after 19 March 2020 can also furlough employees and claim under CJRS.
The reference salary should not include the cost of non-monetary benefits provided to employees, including taxable Benefits in Kind. Benefits provided through salary sacrifice schemes that reduce an employee’s taxable pay should so not be included in the reference salary.
In the majority of cases, it will be in the employees’ interest to accept an offer of furlough as it means that their role would otherwise be made redundant. Employers have a variety of options open to them including reducing their working hours, reducing their pay, short-time working and layoffs and in some cases redundancy. Remember that existing employment rules continue to apply so you must consider whether your actions could lead to a claim for unfair dismissal or discrimination.
Employees can take holiday whilst on furlough and they should be paid as normal. The Working Time Regulations (WTR) obligates employers to pay time taken as annual leave at the normal rate of pay or, where their rate of pay varies, calculated based on the average pay they received in the preceding 12 weeks.
The CJRS guidance confirms you can make a grant for an annual leave furlough day in the same way as any normal working day. This would still be paid at 80 per cent of normal rates (capped at £2,500 per month) as you are in effect ‘topping up’ for those annual leave days by paying the difference between that and their normal pay to your employees
Although furloughed employees are not working, they continue to accrue annual leave, as per the terms of their employment contract.
Where staff are furloughed over a bank holiday period, and they usually take bank holidays as part of their holiday allowance, employers must pay them on top of their furlough for this. If staff usually work bank holidays this does not apply.
Grants from the various Government schemes to provide support during the Coronavirus outbreak are taxable in the same way as other income. Payments made under the CJRS are considered to be taxable income.
The position had been set out in the various guidance documents for the schemes but has now been underscored by a series of Government amendments to the Finance Bill 2020.
Employers the bring back staff who were previously furloughed and retain them in continuous employment until the end of January 2021, paying an average of £520 a month from November to January can claim a grant of £1,000 per employee. To qualify, employees mush receive at least some payment during each month.
Guidance detailing what will qualify towards minimum earnings is expected in September 2020.
It will be possible to claim the Job Retention Bonus after filing for PAYE in January 2021.
HMRC says employers must ensure they have:
- complied with their obligations to pay and file PAYE accurately and on time under the Real Time Information (RTI) reporting system for all employees
- maintained enrolment for PAYE online
- a UK bank account.
Additionally, employers must ensure their payroll and RTI records are up to date and must co-operate with HMRC requests for information about their CJRS claims.
Payments are expected from February 2021 onwards.
Where HMRC considers that CJRS claims may have been fraudulent or inflated, payments will be withheld until the conclusion of any enquiry.