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July furlough changes – what you need to know

Kate Palmer, HR Advice and Consultancy Director at Peninsula
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@Kate1Palmer, HR Advice Director at global employment law consultancy, @Peninsula_uk discusses the government’s furlough scheme changes, which begins on the 1st of July:

The Coronavirus Job Retention Scheme (furlough scheme) was put in place to support employers who are not able to operate as normal due to the pandemic. By designating employees as “furloughed”, employers have been able to recover a portion of employee wage costs up to a £2,500 cap. As confirmed by the Government Budget delivered on 3 March 2021, the scheme will continue to operate until the end of September 2021, with some adjustment to funding levels from July 2021.

Until the end of June 2021, the grant is 80% to a maximum of £2,500 per employee per month for hours unworked. Employees on full furlough (not working any hours at all), will get 80% of their wages per month unless their employer decides to top it up to 100%. Where an employee is on flexible furlough (working only some hours), they will be paid in full by their employer for the hours they work, and the grant will cover 80% of pay for their unworked hours only, subject to a cap which will be less than £2500.

As we move into 1 July 2021, the Government’s grant will reduce to 70% of furloughed employees’ wage costs for their unworked hours at a cap of £2,187.50. Pay for furloughed employees must remain at a minimum of 80% at a cap of £2,500, which means that employers must contribute 10% up to £312.50 from their own pocket. Further changes continue into August.

From 1 August 2021 until the scheme ends, the Government’s grant will reduce a final time to 60% of furloughed employees’ wages for their unworked hours at a cap of £1,875. With the 80% rule still intact, employers will need to contribute 20% to staff wages up to £625. Therefore, from July through to the end of September, employers will have to cover a portion of the employee’s actual wages and the national insurance and pension contributions.

The furlough scheme has been somewhat of a saving grace for many employers whilst lockdown restrictions have been in place. As these restrictions are slowly eased, based on coronavirus data, employers may find that they no longer need to make use of the scheme, or it may be that flexible furlough takes centre stage. Either way, employers will need to consider how they can accommodate the upcoming

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Kate Palmer, HR Advice and Consultancy Director at Peninsula


 

Announcement that the furlough scheme would be extended was welcome news

2 Nov 2020: The announcement that the furlough scheme will be extended will be welcome news to employers and employees who may have fallen through the gaps presented by the Job Support Scheme which was intended to be in place from 1 November. 

Although the national lockdown in England is slightly less strict than it was back in March, the impact on businesses will be the same as thousands of employers will now need to shut their doors under Government instruction for the second time.

Employers should use the remaining days until the lockdown begins to speak to employees about the impact of the lockdown and get agreement to furlough so that redundancies can be avoided, but should be aware that more flexibility has been built in to the rules.

Employers can use furlough for the first time and can furlough employees who have not been furloughed before provided they began working and had been paid at least once, by 30 October. No employer contribution to wages is needed for unworked hours; grants will be set at 80% of wages to a maximum of £2,500 per person per month which means that wage assistance has increased. 

However, full guidance is yet to be published, so we are still waiting for the full picture. As we have seen several times in recent months, the rules can, and do, change very quickly.

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