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To furlough or not to furlough...?


It’s a new word in most people's vocabulary. It’s a period of leave which can be grant funded by the Government under the Coronavirus Job Retention Scheme.


Robinson Grace HR have worked with many clients over the past 9 days to provide the process and documents required to furlough and been a sounding board for those unsure of whether it’s right for them.


Key points to help people to better understand it and use it correctly. • The scheme is available to all UK-wide employers with a PAYE scheme that was created and started on or before 28 February 2020. Charities and Public Authorities are eligible too • Employers can only claim via the Coronavirus Job Retention Scheme for employees who have been with the organisation prior to 28th February 2020 • The employer claims 80% of a furloughed employee’s basic pay (excluding bonuses, commission, car allowance etc.) from the Government up to a £2500 gross cap • Employees must agree to be furloughed if there’s no lay off clause in your written terms and conditions • Furloughed staff cannot carry out any revenue generating work for their employer once furloughed • Furloughed staff must remain furloughed for a minimum of 3 weeks to enable a grant repayment to be claimed • Employees who are self isolating for 14 days or are ill are eligible to SSP, not furlough

Guidance on furloughing and the Coronavirus Job Retention Scheme can be found below.

For employers: https://www.gov.uk/guidance/claim-for-wage-costs-through-the-coronavirus-job-retention-scheme

For employees: https://www.gov.uk/guidance/check-if-you-could-be-covered-by-the-coronavirus-job-retention-scheme

Contact Robinson Grace HR for advice on how to furlough staff louise@robinsongracehr.com

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