HMRC have confirmed that the CJRS Portal will go live on Monday 20th April 2020 with the first reimbursements made on 30 April.
You’ll need to provide the following to make a claim:
The bank account number and sort code you’d like us to use when we pay your claim.
The name and phone number of the person in your business for us to call with any questions.
Your Self-Assessment UTR (Unique Tax Reference), Company UTR or CRN (Company Registration Number).
The name, employee number and National Insurance number for each of your furloughed employees.
The total amount being claimed for all employees and the total furlough period.
The claim process will be online only, and you CAN’T do this via the telephone.
To make the claim you will need the following for each employee that has been furloughed in respect of the first claim period:
National Insurance Number
Salary
National insurance contributions made by the employer
Pension contributions made by the employer
Date the employee was furloughed from
Where you run your own payroll it might also be prudent to ensure you can access your Government Gateway account for PAYE as we assume it will be through this method that the claim will be made (still to be confirmed).
We would therefore suggest you start to pull together the required information now to be ready to make the claim quickly in due course.
Some other noteworthy Furlough Scheme updates:
HM Treasury sent an email to David Johnston MP, stating that employees who are TUPEd to a new employer after 28 February will be eligible for furlough.
HMRC Customer Support tweeted that it is possible to take annual leave when on furlough, and it must be paid at full pay.
The House of Commons Library (which issues briefing notes for MPs) issued FAQs on the Coronavirus Job Retention Scheme. It doesn’t say anything new, but it’s a useful summary of the furlough scheme.
We will continue to monitor this, and the various other COVID-19 issues arising, and keep you up to date as the situation progresses.
Support for Employers
If you are an employer affected by any of the issues being created by the outbreak of Coronavirus and require further assistance and support, call us now on 0800 612 4772 or Contact us via our website.
Get your COVID-19 related Employment Law and HR Questions answered for FREE by a reliable and trusted Employment Law Specialist.
Are you struggling to keep up with the rapidly changing information on the the myriad of issues the COVID-19 crisis has created, such as managing self-isolating and shielding employees, sick pay obligations, furloughing employees and other staff issues that are starting to arise with staff who have already been furloughed, laid off, or who are working from home?
Why not book a FREE 30 minute consultation with our Managing Director during which you can ask questions on any employment / HR issues your business is currently facing.
Overnight the government has published further details of the Furlough Scheme in what we presume is an attempt to address the increasing number of queries the previously published guidance left unanswered.
On Thursday 26 March 2020 we broke the news that the government would be publishing further details on the Coronavirus Job Retention Scheme, aka the Furlough Scheme, which they duly did on Friday 27 March 2020.
This latest update does go some way to providing much more clarity for Employers, but many areas remain unclear: What do ‘statutory duties’ actually cover for company directors? Are employees who TUPE into a business after 28 February covered? Can employees take annual leave when on furlough, and what should they be paid?
We hope there is further clarity provided in the coming days but in the meantime, here are the latest updates provided overnight:
CLARIFIED: employeescan start a new job when on furlough (meaning they might end up earning 80% of the old salary and 100% of a new one). This was not prohibited in the earlier guidance, but the new guidance expressly allows it. The guidance does say it has to be allowed under the old employment contract, but presumably the old employer can waive that.
CLARIFIED: an employer can reclaim 80% of compulsory (presumably meaning contractual) commission back from HMRC, as well as basic salary. This is good news for car salesmen and estate agents. But it can only be referring to the commission from past sales as the furloughed employees cannot be completing new sales when on furlough.
CHANGED: employers can reclaim 80% of fees (whatever that means) from HMRC. The previous guidance said they could not.
CLARIFIED: the 80% does not include non-monetary benefits (eg the value of health insurance or a car).
CLARIFIED (although we all knew this anyway): Company directors can be furloughed. They can still perform their statutory duties, but not other work for the company.
CONFIRMED: Employees can be furloughed multiple times, ie they can be furloughed, brought back to work, then re-furloughed (subject to each furlough period being at least three weeks)
NEW: Employers must notify employees of their furlough status in writing (the previous guidance did not require it be in writing) and keep the record of that written notification for five years.
The HMRC Portal is still not live but is expected to be available to Employers by the end of April. Full details here: Coronavirus Job Retention Scheme.
Once we have more information, we’ll update our website so bookmark our site and keep checking for updates.
Support for Employers
If you are an employer affected by any of the issues being created by the outbreak of Coronavirus and require further assistance and support, call us now on 0800 612 4772 or Contact us via our website.
The ‘Good Work Plan’ was published on 17 December 2018 and contains a number of small, discreet changes to workplace rights. Some aspects have already been implemented but most are awaiting further government action.
To help UK Employers prepare, we summarise below the key aspects of the Good Work Plan that will come into effect from 6 April 2020.
6 April 2020: The Employment Rights (Employment Particulars and Paid Annual Leave) (Amendment) Regulations 2018 (SI 2018/1378) come into force. These regulations amend the Employment Rights Act 1996 to provide that a written statement of terms must be given on or before the first day of employment, rather than within two months of employment starting. The regulations also add to the information that must be given in the written statement to include:
the days of the week the worker is required to work, whether the working hours may be variable and how any variation will be determined;
any paid leave to which the worker is entitled;
details of all remuneration and benefits;
any probationary period; and
any training entitlement provided by the employer, including whether any training is mandatory and/or must be paid for by the worker.
In addition, they amend regulation 16 of the Working Time Regulations 1998 to increase the reference period for determining an average week’s pay (for the purposes of calculating holiday pay) from 12 weeks to 52 weeks, or the number of complete weeks for which the worker has been employed.
6 April 2020: All workers will be given the right to a written statement of terms under the Employment Rights (Miscellaneous Amendments) Regulations 2019 (SI 2019/731). These regulations amend the ERA 1996 to give all workers, rather than just employees, the right to a written statement of terms under section 1 of the ERA 1996.
6 April 2020: The “Swedish derogation” in the Agency Workers Regulations 2010 (which currently allows employment businesses to avoid pay parity between agency workers and direct employees if certain conditions are met) will be removed by the Agency Workers (Amendment) Regulations 2019 (SI 2019/724). These regulations amend the Agency Workers Regulations 2010 to remove the “Swedish Derogation” which allows employment businesses to avoid giving agency workers pay parity with comparable direct recruits if they have an employment contract which gives them a right to pay between assignments.
6 April 2020: Temporary work agencies must provide agency work-seekers with a Key Information document, including information on the type of contract, the minimum expected rate of pay, how they will be paid and by whom under the Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations 2019 (SI 2019/725). These regulations require employment businesses to provide agency work-seekers with a key information document, before agreeing the terms by which the work-seeker will undertake work. The document must include information such as the type of contract under which the work-seeker will be engaged, the minimum rate of pay, any deductions that will be made to their pay, how they will be paid and by whom, and annual leave entitlement.
6 April 2020: The threshold to request an information and consultation agreement under the ICE Regulations will be lowered by the Employment Rights (Miscellaneous Amendments) Regulations 2019 (SI 2019/731). These regulations lower the threshold required for a request to set up information and consultation arrangements from 10% to 2% of employees, subject to the existing minimum of 15 employees.
6 April 2020: All termination payments above the £30,000 threshold will be subject to class 1A NICs.
6 April 2020: The off-payroll working rules will be extended to large and medium-sized companies in the private sector, as announced in the Autumn 2018 Budget.
30 April 2020: By no later than 30 April 2020, temporary work agencies must provide agency workers whose existing contracts contain a Swedish derogation provision with a written statement advising that, with effect from 6 April 2020, those provisions no longer apply.
April 2020: The Parental Bereavement (Leave and Pay) Act 2018 is expected to come into effect. A consultation on draft regulations is expected before then. Find Out More
What Should Employers Do Now?
In advance of these changes coming into effect on 6 April 2020, Employers should review their current written particulars of employment to ensure they include the additional information required under the amended legislation and that they have in place a process to ensure written particulars are issued to new employees and/or workers.
How can Employment Law Services (ELS) help?
If you are an employer who requires assistance with any of the issues raised in this blog call us now on 0800 612 4772 or Contact Us via our website.
The new regulations will allow up to 4 weeks of unused leave to be carried into the next 2 leave years, easing the requirements on business to ensure that workers take statutory amount of annual leave in any one year.
Rules on carrying over annual leave to be relaxed to support key industries during COVID-19
Business Secretary Alok Sharma today (Friday 27 March) announced that workers who have not taken all of their statutory annual leave entitlement due to COVID-19 will now be able to carry it over into the next 2 leave years, under measures introduced by the (as yet unpublished) Working Time (Coronavirus) (Amendment) Regulations 2020 which amends regulation 13 of the Working Time Regulations which apply to almost all workers, including agency workers, those who work irregular hours, and workers on zero-hours contracts.
The regulations will allow up to 4 weeks of unused leave to be carried into the next 2 leave years, easing the requirements on business to ensure that workers take statutory amount of annual leave in any one year. The balance of 1.6 weeks’ statutory leave will not be affected (although it can be carried over for up to a year by agreement under existing law).
This will mean staff can continue working in the national effort against the coronavirus without losing out on annual leave entitlement.
Business Secretary Alok Sharma said: “Today’s changes will mean these valued employees do not lose out on the annual leave they are entitled to as a result of their efforts, and employers are not penalised.”
The Working Time (Coronavirus) (Amendment) Regulations 2020 amends the Working Time Regulations 1998 to create a further exemption relating specifically to COVID-19. Where it is not reasonably practicable for a worker to take some, or all, of the holiday to which they are entitled due to the coronavirus, they have a right to carry the 4 weeks under regulation 13 into the next 2 leave years. This will not apply to the 1.6 weeks under regulation 13A leave, but this can be carried forward one year by agreement between workers and employers.
Support for Employers
If you are an employer affected by any of the issues being created by the outbreak of Coronavirus and require further assistance and support, call us now on 0800 612 4772 or Contact us via our website.
Yesterday we outlined for you the “unofficial” position on how the Coronavirus Job Retention Scheme would work and it looks like our sources were spot on!
Key Points of the Coronavirus Job Retention Scheme
The government have now published further details of the Coronavirus Job Retention Scheme (otherwise known as the Furlough Scheme) and we have outlined below the key points published on their website, some of which had not previously been announced:
the scheme is open to all UK employers that had a PAYE scheme in place on 28 February 2020
any organisation with employees can apply, including charities, recruitment agencies and public authorities; however, the government does not expect public sector employers to use it as long as central government continues funding wage costs in the normal way. With agency employees, the scheme is only available for agency employees who are not working.
employers can reclaim up to 80% of wage costs up to a cap of £2,500 per month, plus (not including) the associated employer NICs and minimum autoenrollment pension contributions on that wage. Fees, commissions and bonuses are not included.
an employer can choose to top up to 100%, but does not have to (subject to employment law and renegotiating any contractual entitlements)
for employees whose pay varies, the employer can claim for the higher of (i) the same month’s earning from the previous year (eg earnings from March 2019); or (ii) average monthly earnings in the 2019-20 tax year
individuals are only entitled to the minimum wage for the hours they work. So, if they are furloughed and do not work, and 80% of their normal earnings would take them below the minimum wage based on their normal working hours, they still only receive 80% as they are not working. However, they are entitled to be paid NMW for any time spent training.
to be eligible, the employee must have been on the payroll on 28 February 2020. If they were hired later, they are not eligible. Anybody who was on the payroll on 28 Feb and has since been made redundant can be rehired and put on the scheme
furlough leave must be taken in minimum blocks of three weeks to be eligible for funding
there is nothing in the guidance which prohibits rotating furlough leave amongst employees, provided each employee is off for a period of at least three weeks
the employee must not be working at all. If they work for even an hour (presumably during their entire three-week furlough period), they are not eligible. However, they are able to undertake training and do volunteer work, provided they do not provide services to or make any money for their employer.
when agreeing changes in hours (and acceptance of 80% pay), assuming the contract does not already allow for that, normal employment law applies. The employer must be careful not to discriminate in deciding who to offer furlough too. Prioritising vulnerable workers is unlikely to be discrimination, as prioritising the over 70s (direct age discrimination against those under 70) is almost certainly justifiable, and those who do not suffer from serious health conditions are not a protected class.
employees on sick pay or self-isolating cannot be furloughed but can be furloughed afterwards. Employees who are shielding can be placed on furlough.
employees on maternity (or similar) leave can continue to draw SMP (or similar) payments. The guidance does not prohibit women on maternity leave agreeing to return to work early and then being furloughed or electing to change to shared parental leave and then being furloughed.
employers can only claim once every three weeks, ie they cannot get weekly reimbursement. Claims can be backdated to 1 March 2020.
The government will issue further guidance on the mechanics of claiming the payment in due course. It says it expects the scheme will be up and running by the end of April. In the meantime, read the full guidance here.
Full details of how the Coronavirus Retention Scheme have not been officially published yet but via one of our reliable information sources we have had sight of an FAQ email on the subject, sent by a backbench MP. It gives information about the Furlough Scheme which has not previously been released and some further insight to how it might work.
To be clear, this is NOT an official government announcement and therefore may be subject to change, but with this clear health warning given, here is the the full text of the FAQs.
Any large or small employer can apply to put workers on temporary leave or “furloughed” status.
The government will then pay them cash grants of 80 per cent of their wages up to a cap of £2,500, providing they keep the worker employed.
They will receive the grant from HMRC.
All UK organisations can self-certify that it has furloughed employees. The scheme will cover the cost of wages backdated to March 1. All UK-wide employers with a PAYE scheme will be eligible, including the public sector, local authorities and charities.
The scheme will be open initially for at least 3 months.
But we will extend it for longer if necessary. There is no limit on the amount of funding available for the scheme.
We expect the first grants to be paid within weeks.
HMRC are working night and day to get the scheme up and running and we’re aiming to get it done before the end of April. Existing systems are not set up to facilitate payments to employers.
Job Retention Scheme FAQs
Do individuals still have to pay tax on this?
Yes – individuals will pay Income Tax and National Insurance on any payments received through this scheme as they are replacement for income in line with normal practise for benefits or grants that replace income.
Will this cover the cost of employer National Insurance contributions and employer pension contributions?
Yes – employers will be able to apply for a grant to cover the Employer National Insurance contributions and minimum automatic enrolment pension contributions on paying the lower of 80% of regular salary or £2,500 per month.
How will this work for those on zero-hour/flexible contracts/agency workers?
This scheme aims to support all those employed through the PAYE system regardless of their employment contract, including those on zero-hour contracts.
Zero-hour and flexible contracts can cover a whole range of working arrangements.
The 80% grant is applied to the higher of: (1) the earnings in the same pay period in the previous year; or (2) the average earnings in the whole previous 12 months (or fewer if they have worked for less time than this, including a part month calculation if they were taken in February).
Can a business furlough someone after hearing the announcement and then claim back to March 1st even though they had been working that whole time?
No – the scheme is backdated to March 1st with a view to covering those who have already been made redundant as a result of the coronavirus.
What about employees taken on after 1 March?
They are excluded from the scheme.
To qualify, does the business need to be ‘essential’?
No, all businesses which employ and pay workers through the PAYE system are eligible.
Why are you not supporting me if my hours are reduced?
The scheme is designed to help those who otherwise would have been made unemployed. We recognise that some people will work fewer hours.
We have strengthened the welfare system to support those whose hours change including an increase to the UC standard allowance and the working tax credit basic element.
This builds on the initial package announced at Budget including enhancements to contributory employment support allowance, which will now be available from day 1and making advances for all new UC claimants available online with no requirement to attend a job centre.
Why isn’t this supporting part-time working?
The scheme is designed to help those who otherwise would have been made unemployed.
The public health guidance is clear that people should stay at home unless they are a key worker.
Can my employer top this up?
Yes. In order to qualify for the scheme, employers must pay their staff at least 80% of wages, up to the cap of £2,500 per month. It is up to them if they wish to top up the additional 20 per cent.
What about employees that have already been made redundant?
The scheme will be back dated to March 1 with a view to covering those who have already been made redundant due to the Coronavirus outbreak.
If firms re-employ staff made redundant after March 1 , they are eligible to then be furloughed and the employer would qualify for the grant.
Can my employer sack me while I’m on furlough? Is my employer allowed to sack me as soon as the furlough scheme comes to an end?
Yes, you can still be made redundant while on furlough or immediately after. There is no requirement to bring the employee back to work after the period of furlough. If an employee is made redundant during the period of furlough then grant payments will cease.
However, in both cases normal redundancy rules and protections will apply.
Where a business feels that redundancy is the only option, this must still follow the rules which include giving a notice period and consulting staff before a final decision is reached.
Can I be furloughed for a short period of time, e.g. a week or a couple of days, and then re-employed?
A worker must be furloughed for a minimum of 3 weeks for their employer to be eligible to claim under this scheme.
This is consistent with the public health guidance seeking to minimise the number of people outside of their homes on a regular basis. The scheme supports employers asking the maximum number of employees to remain at home during the coronavirus outbreak.
A clear minimum period also aids a clear definition of who is and who is not furloughed.
Can I volunteer or do training whilst furloughed?
If you are furloughed you cannot work for your employer during this period.
You can volunteer or train, provided that this does not involve the manufacture or creation of an item or part thereof than can yield revenue for the company, the provisions of services to the company, or the provision of any service that can yield revenue for the company. Firms can require workers to undertake training from home, provided it meets the above.
Once we have more information we’ll update our website so bookmark our site and keep checking for updates.
If you are an employer affected by any of the issues being created by the outbreak of Coronavirus and require further assistance and support, call us now on 0800 612 4772 or Contact us via our website.
In his latest announcement this afternoon, the Chancellor Rishi Sunak has outlined details of the government rescue package for self-employed individuals.
The key elements announced today include:
a new self-employed income support scheme will pay self-employed people a taxable grant worth 80% of average monthly income, capped at £2,500pm
income will be calculated by taking the average of income over the last three years
self-employed people can claim these grants and continue to do business (so it’s not the same as furlough leave, where employees have to remain at home)
the scheme is only open to anyone with trading profits of up to £50k (this covers 95% of self-employed people). Self-employed people who earn more will not qualify.
the scheme is only open to those who make the majority of income from self-employment; if you are employed but have a ‘side job’ which is self-employed, you will not be eligible
the scheme is only those who have submitted a tax return for 2019 (this is to minimise fraud). However, those who did not submit their tax return by the due date of 31 January 2020, and have not yet submitted one, can still submit a tax return for 2019 for a further four weeks from today
there are no steps to take. HMRC will contact eligible self-employed people directly and pay the grant straight into their bank account after inviting them to fill out an online form
the self-employed income support scheme will be open to people across UK for at least 3 months. However, the scheme is unlikely to be up and running before the end of June, so it will not help with immediate cash flow issues.
What was announced today was the key elements of the scheme but the full details of how the scheme will work are not yet available. Once more information becomes available we will share it.
Unprecedented restrictions and a national lockdown across the United Kingdom to combat the rapid spread of COVID-19 (Coronavirus)
Prime Minister Boris Johnson addresses the Nation
In his address to the Nation this evening, Prime Minister Boris Johnson urged UK Citizens to “Stay at Home, Protect our NHS and Save Lives”
From tonight, you can only leave your house for:
Shopping for basic necessities (as infrequently as possible)
One form of exercise per day, alone or with members of your household only.
A medical need to provide care or help a vulnerable person.
Travelling to and from work, only if absolutely necessary and only if you are unable to work from home.
These immediate restrictions include:
Closing all shops selling non-essential goods, including clothing and electronic stores, libraries, parks, places of worship.
Banning all social events, except funerals
The Prime Minister confirmed that Police will have powers to enforce the new restrictions including the powers to disperse gatherings and issue fines.
What Do Coronavirus Restrictions Mean for Employers
This evening’s announcement fell short of mandating all non-essential businesses to close and by saying ” Travelling to and from work, only if absolutely necessary and only if you are unable to work from home” caused more confusion and anxiety for Employers and employees alike.
Whilst no clear definition of what constitutes an “essential” business was given by the PM during this evening’s announcement, we can look to the government definition of ‘Key Workers” for some guidance.
The government defines Key Workers as:
Health and social care
This includes but is not limited to doctors, nurses, midwives, paramedics, social workers, care workers, and other frontline health and social care staff including volunteers; the support and specialist staff required to maintain the UK’s health and social care sector; those working as part of the health and social care supply chain, including producers and distributers of medicines and medical and personal protective equipment.
Education and childcare
This includes childcare, support and teaching staff, social workers and those specialist education professionals who must remain active during the COVID-19 response to deliver this approach.
Key public services
This includes those essential to the running of the justice system, religious staff, charities and workers delivering key frontline services, those responsible for the management of the deceased, and journalists and broadcasters who are providing public service broadcasting.
Local and national government
This only includes those administrative occupations essential to the effective delivery of the COVID-19 response, or delivering essential public services, such as the payment of benefits, including in government agencies and arms length bodies.
Food and other necessary goods
This includes those involved in food production, processing, distribution, sale and delivery, as well as those essential to the provision of other key goods (for example hygienic and veterinary medicines).
Public safety and national security
This includes police and support staff, Ministry of Defence civilians, contractor and armed forces personnel (those critical to the delivery of key defence and national security outputs and essential to the response to the COVID-19 pandemic), fire and rescue service employees (including support staff), National Crime Agency staff, those maintaining border security, prison and probation staff and other national security roles, including those overseas.
Transport
This includes those who will keep the air, water, road and rail passenger and freight transport modes operating during the COVID-19 response, including those working on transport systems through which supply chains pass.
Utilities, communication and financial services
This includes staff needed for essential financial services provision (including but not limited to workers in banks, building societies and financial market infrastructure), the oil, gas, electricity and water sectors (including sewerage), information technology and data infrastructure sector and primary industry supplies to continue during the COVID-19 response, as well as key staff working in the civil nuclear, chemicals, telecommunications (including but not limited to network operations, field engineering, call centre staff, IT and data infrastructure, 999 and 111 critical services), postal services and delivery, payments providers and waste disposal sectors.
If your business doesn’t fall under one of the key worker definitions noted above it’s likely it would be defined as “non-essential” and may need to close. We await further clarity from the UK government on this specific point.
In the meantime, many Employers have already introduced their own measures in response to the Coronavirus outbreak, having introduced home working where possible, but for many other Employers who aren’t providing essential services, these more stringent restrictions may require them to temporarily layoff staff who cannot be redeployed to work from home.
So What Next For Employers?
We have already shared a variety of articles and resources to assist Employers to navigate through the Coronavirus crisis up to this point, but in light of these latest restrictions we can provide specific advice and support to Employers now facing temporary closure to ensure they implement staff layoffs correctly and understand how the Coronavirus Staff Retention Fund can be accessed. Call us on 0800 612 4772 or Contact Us via our website.
Additional Information and Resources for Employers
The COVID-19 pandemic is continually changing and the government advice for employers is being updated as the situation develops. Employers should keep track of the guidance for employers from the following sources:
Health Protection Scotland: COVID-19: Information and Guidance for Non-Healthcare Settings (applicable in Scotland).
Following our confirmation yesterday about the Government’s announcement of the Coronavirus Job Retention Scheme, details were limited. We now know how Employers can access the Scheme.
Furloughed Workers Status
We confirmed yesterday the Chancellor’s announcement of the creation of the Coronavirus Job Retention Scheme, intended to allow UK Employers to apply for grants to cover 80% of an employee’s salary up to a maximum of £2,500 per month, but details of how the scheme would operate were still a work in progress.
To access support from the Coronavirus Job Retention Scheme, Employers will first need to designate employees as “furloughed workers”. It’s important to note that currently, the status of “furloughed workers” has no legal definition and is merely a general description used to describe employees who would otherwise have been laid off or made redundant.
How the Coronavirus Job Retention Scheme Will Work
For those Employers who may have already imposed temporary layoffs either having exercised an express Term in the contract of employment allowing them to do so, or by first seeking the consent of the affected employees, the process for re-designating laid off employees should be relatively straightforward but for Employers who have not yet laid off employees, the process will differ slightly.
Employment Law Services (ELS) can advise Employers on the appropriate steps they need to take and can provide support with drafting the necessary letters Employers will need to ensure they meet their legal obligations and re-designate employees correctly on a fixed fee basis. Request a call back and we will contact you to discuss your specific requirements.
Once employees have been re-designated as “furloughed workers”, Employers will need to submit information to HMRC about the employees that have been furloughed and their earnings through a new online portal.
Note: At the time of writing this article HMRC have not yet set out the details of how this portal or the information required but this will undoubtedly follow in the coming days. Keep checking our website and/or follow us on Facebook and Twitter for further updates.
Employers should note that to qualify for this scheme, employees who would otherwise have been laid off without pay or made redundant would need to be kept on the payroll and the employees should not undertake work for their Employer while they are furloughed.
The government intends to run the Coronavirus Job Retention Scheme for at least 3 months from 1 March 2020 but will extend if necessary.
Full details of how the scheme will be managed and monitored have not yet been released but once we have more information we’ll update you so bookmark our site and keep checking for updates.
Other financial support available to UK Employers includes:
deferring VAT and Income Tax payments
a Statutory Sick Pay relief package for SMEs
a 12-month business rates holiday for all retail, hospitality and leisure businesses in England
small business grant funding of £10,000 for all business in receipt of small business rate relief or rural rate relief
grant funding of £25,000 for retail, hospitality and leisure businesses with property with a rateable value between £15,000 and £51,000
the Coronavirus Business Interruption Loan Scheme offering loans of up to £5 million for SMEs through the British Business Bank
a new lending facility from the Bank of England to help support liquidity among larger firms, helping them bridge coronavirus disruption to their cash flows through loans
the HMRC Time To Pay Scheme
Support for Employers
If you are an employer affected by any of the issues being created by the outbreak of Coronavirus and require further assistance and support, call us now on 0800 612 4772 or Contact us via our website.
Advice on Settlement Agreements Employees
Advice on Settlement Agreements Employers
