*The program will end on June 30, 2020 for NEWCOMERS (excluding those on statutory maternity/adoption or paternity leave). Therefore, the last date you can release an employee for the first time is June 10, 2020 (to ensure the minimum right of 3 weeks). On 22 May 2020, the Chancellor issued a new Treasury directive under Articles 71 and 76 of the Coronavirus Act 2020, reflecting the extension of the system until 30 June 2020 announced by the Chancellor on 17 April and clarifying certain provisions in the original direction. The government promised more details on June 12. So far, the most authoritative statements about the new rules come from the government`s announcement and a fact sheet. From 1. In July, the number of employees that employers can claim in a single eligibility period cannot exceed the maximum number of employees claimed by the employer in claims ending no later than June 30. For example, if an employer has already submitted three claims between March 1 and June 30, 2020, where the total number of laid-off workers was 20, 30 and 50 employees, respectively, the maximum number of employees that the employer can leave in a single claim from July 1, 2020 is 50. On 25 January 2021, the Chancellor issued an instruction from the Ministry of Finance in accordance with Articles 71 and 76 of the Coronavirus Act, to extend the impact of the coronavirus-related job maintenance programme. The timetable for that directive establishes the regime that applies to the period starting on 1 February 2021 and 30 February 2021. End of April 2021. Due to the overlap with the CJRS, which was introduced in March 2020, this directorate changes the rules for calculating reference content and usual hours. The program will expire at the end of October 2020.
The government will pay 60% of salaries up to a cap of £1,875. Employers pay ER-NIC and pension contributions, as well as 20% of salaries, to offset a total of 80% up to a cap of £2,500. On 29 May 2020, the Chancellor announced further details on the significant changes to the coronavirus Job Retention Scheme (CJRS) – better known as the Furlough Scheme: Flexible unemployment will be allowed from July 2020 HTML version downloaded from: “Further Treasury directives taken on 15 April 2021 under Article 76 of the Coronavirus Act 2020” Further directives and rules on flexible unemployment are expected on June 12. They are expected to explain how 80% of hours not worked can be calculated and clarify how this should be done for employees without a defined work model. The employer must report normal hours of work and hours actually worked – the system then reimburses 80% of wages for hours not worked. The flexible work model must be agreed upon between the employer and the employee and documented. As planned, on June 12, 2020, the government released a set of additional guidelines on the Coronavirus Job Retention Program (“CJRS”) and amendments, which will be implemented as of July 1, 2020. The new and updated guidelines define who will be eligible from 1 July 2020 and explain how the “flexible leave” will work. Below, we present the most important changes that employers need to be aware of. The 2. In October 2020, the Chancellor issued a Treasury directive in accordance with Articles 71 and 76 of the Coronavirus Act to define the legal framework for the job retention bonus. Management states that HMRC is responsible for the payment and management of amounts payable under the coronavirus retention bonus, as set out in management`s appendix.
The CJRS will close its doors to new entrants on June 30, 2020 On November 13, 2020, the Chancellor issued an order from the Ministry of Finance pursuant to Articles 71 and 76 of the Coronavirus Act to extend and modify the effect of the coronavirus-related job maintenance program. The timetable for this guideline sets out the regime applicable to the period starting on 1 November 2020 and ending on 31 January 2021. This Annex also removes the Coronavirus Job Retention Scheme (Job Retention) premium, which was set out in Part 2 of the Annex, on the instruction issued on 1. October 2020 was determined by the Treasury in the exercise of the powers conferred by sections 71 and 76 of the Coronavirus Act 2020, as the purpose of the job retention bonus has been replaced by the provision in Part 1 of that Schedule. From 1 July, employers will only be able to apply for a subsidy to employees who have already been on leave for three consecutive weeks between 1 March and 30 June 2020. Therefore, the last date on which an employee could have started the leave for the first time was June 10, 2020.On April 15, 2020, the Chancellor issued a Treasury directive under §§ 71 and 76 of the Coronavirus Act. New applications after July 1 are only possible for employees who have already been on leave. Since the shortest eligible vacation period is 3 weeks, the last day for an employee who has not previously been on leave to be on leave and eligible under the program is June 10, 2020.
If they are not on leave on that date, their employer cannot claim them under the leave plan. Following the Chancellor`s announcement on Friday 29 May and the subsequent update on 12 June 2020, the Chancellor confirmed the following updates to the Coronavirus Job Retention Scheme (CJRS) – Furlough Scheme: Flexible leave is only available to employers who have already used the programme and only to workers who have already been on leave under the old rules of the programme.