In addition, the employer will need to keep accurate records of how many hours the employee works and the number of hours they are furloughed in order to calculate the furloughed hours for the claim period. However, flexible furlough agreements can last any amount of time. Start with the amount of minimum furlough pay, £798.20. Flexible furlough rules mean you can now reintroduce staff to your business on a part time or shift-pattern basis, while claiming under the CJRS for the time when they’re not working but would normally do so according to their employment contract. Furlough can be extended by going through the process of putting someone on furlough again. By Alan Price – Employment law expert and CEO of BrightHR. This note is accurate as at 4 March 2021 and is only a summary of a number of points, it is not intended to be a complete guidance to furlough arrangements. Under flexible furlough, employees were allowed to be brought back to work on a part-time basis. Any sort of working pattern is permitted under the flexible furlough scheme and there is no restriction on the length of time it must last. Under the new rules, flexible furlough is permitted, allowing employers to bring employees who have previously been furloughed back into work for any amount of time and any shift pattern, while they remain on furlough for hours not worked. The grant contribution to the furlough pay reduces from 1 July 2021 so a further step is required to calculate how much to claim. Yes - as with the most recent scheme flexible furloughing will be allowed in addition to full-time furloughing. "No Jab - No Job" Policies: Can employers require staff to have Covid-19 vaccinations? Your choice regarding cookies on this site, What role does HR have in preparing a business for sale? Clare Gilroy-Scott published in People Management, From me to you: Clare Gilroy-Scott celebrates International Women's Day 2021, From me to you: Alexandra Bonner celebrates International Women's Day 2021. Any changes to the employee’s contract should be agreed in the usual way. That means your employee must have been on furlough for at least three consecutive weeks at any point between March 1 st and June 30 th, 2020. But now, months on from the start of the Covid pandemic, the term has become all too familiar as the UK grapples with trying to keep Brits employed during the lockdown. View our online Press Pack. Under the extended scheme employees can continue to receive 80% of their salary, subject to the cap, but employers will need to share the burden of paying NI and pension contributions from August 2020 onwards. Google Analytics cookies help us to understand your experience of the website and do not store any personal data. For hours not worked, this is when furlough kicks in and employees will get 80% of their usual pay. We use cookies to optimise site functionality and give you the best possible experience. How do I put an employee on flexible furlough? To control which cookies are set, click Settings. From 1 July 2020 only employees that employers successfully claimed a previous government grant for will be eligible for more grants under the Job Retention Scheme. 22 of the best copycat Lidl and Aldi products - but can you spot the difference? Claims for furlough days in March 2021 must be made by 14 April 2021. It is anticipated that the position will be the same as when the scheme was extended to March and April 2021 when the Treasury confirmed that the position in March/April 2021 should refer back to the corresponding month in March/April 2019, and not March/April 2020 as that would involve looking at a period when people might already have been on reduced pay due to furlough. This includes full-time, part-time, agency, flexible or zero-hour contracts. Under the flexible furlough scheme, employees no longer need to avoid doing any work for the employer, but can work for some of the week and be furloughed for the rest, in proportions decided between employee and employer. We continue to publish these FAQs as a historical snapshot of the rules of the flexible furlough Scheme but for an up-to-date explanation of how the Scheme will work from November 2020 including important changes to previous rules and further adjustments announced in the March 2021 Budget, see our Extended Job Retention Scheme (Furlough) FAQs (November 2020 onwards). Although flexible furlough agreements can last any amount of time, unless otherwise specified the period that you claim for must be for a minimum claim period of 7 calendar days. To be eligible for the grant you must continue to pay your furloughed employees 80% of their wages, up to a cap of £2,500 per month for the time they spend on furlough. regular email updates on topical employment issues, breakfast seminars and workshops on hot topics as and when they arise, bespoke internal training to deal with areas of risk or to help with organisational change. Home Page HR & People Original Content. To calculate what your part-time furlough pay should be, read our explainer here. What is ‘flexible furlough’? Flexible furlough was introduced by the Government in July and means employers can bring furloughed employees back to work on a part-time basis. But what is flexible furlough and what are the rules? Employers have the option to top up the furlough pay to 100% but it's not a legal requirement and they don't have to. There are two calculations to be used depending on (i) whether the employee works for a fixed number of hours; or (ii) their hours vary, i.e. Third-Party cookies are set by our partners and help us to improve your experience of the website. Here’s what employers need to know to access the scheme. Meanwhile, the employer will need to keep the written agreement over flexible furlough after coming to a decision with the employee. Under current rules, employees on furlough get 80% of their usual salary, up to £2,500 a month, for hours not worked until the end of June. From 1 July, employers can bring furloughed employees back to work for … When claiming for furloughed hours, employers will need to report and claim for a minimum period of 7 consecutive calendar days. ‘Furlough’, part of the government’s Coronavirus Job Retention Scheme, has been extended until the end of September 2021, this includes the ability to put workers on “flexible furlough”. Who can go on flexible furlough? Read our coronavirus live blog for the latest updates. Please contact Clare Gilroy-Scott or Alexandra Bonner to discuss any of the points raised in this article further. Parents who can no longer work due to school closures can also be put on the scheme, but it's up to your employer to decide. Any agreement to extend should be put in writing. How to calculate your pay if you're furloughed part-time. Under flexible furlough, Brits are able to return to work part-time But what is flexible furlough and what are the rules? The employer does not need to have previously claimed for an employee before the 30 October 2020 to make claim in respect of that employee. Employers will have to cover the cost of employer’s pension contributions and employer’s national insurance contributions as before. We adopt a team based approach and take a real interest in our clients and their businesses, enabling us to deliver an effective and tailored service. Employers do not need to have previously claimed for an employee to be eligible to furlough them under the extended scheme. Employees on any type of employment contract can be put on flexible furlough. The employer will need to keep the written agreement that confirms any and all flexible furlough arrangements with individual employees. The employer will make a claim through the portal in the same way that it would for staff that have been furloughed full-time. From July 2021, the employer will have to contribute 10% to the wages on furlough (up to £312.50) and in August and September 2021, the employer contribution will increase to 20% (up to £625). Under current rules, employees on furlough get 80% of their usual salary, up to £2,500 a month, for hours not worked. However, unlike fully furloughed employees where the employer only needs to work out the maximum wage amount, the employer will need to work out the employee’s usual hours and record the actual hours they have worked, as well as their furloughed hours for each claim period. Shoppers are loving a salad box hack that gets you cheap cheese at Morrisons. Furlough was due to stop at the end of April, meaning it will last an extra five months beyond this date. Furthermore, the number of workers an employer can put on furlough will be capped at the maximum number it has previously claimed for. For any furlough claims up until April 30, you need to have been on your employer's PAYE payroll on or before October 30, 2020. Employees being furloughed from May 1 until the end of September must have been on a PAYE payroll on March 2, 2021. Previously furloughed employees can return to work, either at home or in the workplace, for any amount of time and in any shift pattern. Under current rules, employees on furlough get 80% of their usual salary, up to £2,500 a month, for hours not worked. Employees can enter into a flexible furlough agreement more than once and they can last any amount of time. Commenting is currently disabled on this article. Who can go on flexible […] Workers can also enter into a flexible furlough agreement more than once. Employees can be furloughed on or after 1 July and return to work on a flexible part time basis if they: Had already been furloughed for a period of at least three consecutive weeks in the period from 1 March – 30 June 2020; or Returned from statutory parental leave after 10 June (this has been added since the announcement on 29 May). According to the UK Government, the coronavirus Job Retention Scheme has so far helped protect more than 9.3 million jobs. New Rules on Flexible Furlough Explained. Clicking the Accept All button means you are accepting analytics and third-party cookies (check the full list). 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