Job Support Worker

HR Consultant

Aylesbury HP19 8TE – Full time

Up to £37,000 a year subject to experience

This is a great opportunity for an HR Consultant/Senior Adviser to join our small and friendly team at Embrace HR Limited. We are a small but professional HR team and are looking for someone to contribute to the growth of the business. Your role will be to provide pragmatic employment advice to clients in the private care sector, to build relationships, manage client expectations and provide support to the internal Embrace HR team on HR queries.

You will be required to assist clients with hands-on solutions to their problems, delivered in an efficient and cost-effective manner. You will work on a range of generalist enquiries with a high volume of employee relations advice and support to senior managers and line managers.

You will be client focused with an understanding of consultancy work that means working with several clients simultaneously. Your experience will include case managing employment issues and producing documentation. You will enjoy promoting the company and its services at events such as networking.

As a small business all team members are expected to contribute to all aspects of delivery.

About Embrace HR Limited

Embrace HR Limited, founded in 2009, is based in Aylesbury, Buckinghamshire. We deliver HR support to clients who do not have, or do not need, their own HR department or manager. We work in a niche private care sector to deliver first class advice and best practice to support our clients.

Our values are friendly but professional approach, positive attitude, commitment to excellence, open and honest communication, cooperation, support, compassion and business awareness. We respect and understand the power of flexibility. We are client focussed, work as a team, are proud of the work we produce both in appearance and quality. We promote the wellbeing of our team which is as important to us as to our clients.

From the beginning of the COVID pandemic, we have been working on a remote basis. This will continue indefinitely. Meetings will be held regularly at our local office in Aylesbury.

To find out more and to apply for this position visit: http://uk.indeed.com/job/hr-consultant-2a16c2e5248f479f.

Applications close for this job on 24 March 2021.

Working Parents

Support for key worker parents should be a priority for employers in the care industry…

If you don’t look after your staff how can they look after anyone else?

As lockdown 3.0 continues, working parents are once again doing their best to work without being able to fall back on their regular childcare or traditional schooling.

For parents in the care industry, life can be even harder – they can’t work at home, childcare options are more limited because of Covid restrictions, and schools have become strict on allowing key worker children to attend during the school day – often insisting that both parents must be key workers for children to be eligible for a space.

Being a working parent in normal times is often a juggling act but throwing in the restrictions of Covid-19 and lockdown and times can be especially tough, particularly in an industry where many staff are not high earners.

For example, a study by Working Families in October 2020 [Working Families: One in five working parents has faced unfair treatment at work since COVID-19 onset 16/10/2020], also found that 2.6 million (one fifth of) working parents in the UK thought they had been treated less fairly at work because of their childcare responsibilities during the pandemic. Women had been particularly affected, with more mothers than fathers leaving paid work since last February [Institute for Fiscal Studies: Parents, especially mothers, paying heavy price for lockdown 27/05/2020].

So how can you support the parents in your employ?

First of all, making it clear that you realise what a tough time they are having, and ensuring that they know their employer  is supportive is one very easy and simple thing to do. A supportive message will help them feel that they have not been abandoned to struggle on through, and that case managers, deputies and parents actually recognise that they may be finding things difficult.

This in turn will help to encourage your staff to be honest about issues they are having rather than trying to hide problems, or even leaving work because it is too hard to manage childcare and employment.

From this, line managers can have honest conversations with the team about what solutions might work for them. They can discuss possibilities such as flexible working, changing roles or spreading hours throughout the week.

Your staff may benefit from more flexible rotas or more swaps between rotas than normal. Parents will have different requirements depending on their children’s ages, whether they have a partner working at home or if their children have additional needs. There are many reasons for a change in working pattern which is why open and honest conversation is necessary.

Line managers should also catch up with working parents on a regular basis, as circumstances may change, and if school closures should extend past 8 March, they may find it harder and harder to cope.

Proactive next steps

For those where none of these options work – what are the next steps? Could your employees be furloughed, take some holiday, unpaid leave or parental leave?

For many working in the care industry at this crucial time, taking unpaid leave is not particularly a viable option, either because of work requirements, or financially. However, eligible parents are permitted parental leave of up to four weeks in a year for each child (including adopted children). You should also offer support to anyone returning from maternity or parental leave, as the place of work they come back to might be quite different from the one they left. Ensure they are made aware of any changes in working practices such as staffing and change of rules.

Of course, uppermost must always be the concern that you are not being discriminatory. Check out the latest advice from the EHRC (Equality and Human Rights Commission) regarding Covid, employment and discrimination – especially concerning women, marital status and pregnancy.

You may be able to introduce some other ‘perks’ that will take the pressure off your staff. One housing trust, for instance, has offered parents one paid afternoon off a week. This could give them breathing space to help a child catch up with some homeschooling, do some fun activity with their children, or simply take a much-needed break.

While your working parents are looking after their families and your clients within the care industry, it is important that they are also looking after themselves. If you have a health and wellbeing programme, mental health first aid programme or similar scheme, make sure that your staff are aware of them and have easy access. If you do not have these programmes in place, there are many organisations with good advice that you can point your staff towards, such as MIND.

If you would like to discuss this subject further, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 761288 or contact us here.

If you would like to receive our newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited provide a specialised HR service to the care sector, from recruitment through to exit.

Job Support Worker

Job Description

Support Worker for Nights in West Chiltington, West Sussex

JOB ROLE

  • Support Worker
  • Nights Monday and Sunday
  • Resting night
  • Prepare client for sleep
  • Settle him when disturbed
  • Assist in morning routine
  • Directly employed permanent

Click here to contact us here for an interview

ABOUT THE CLIENT

  • 10-year old boy with cerebral palsy
  • Very good natured, sweet, affectionate, sociable
  • Non-verbal
  • Fed and medication via gastrostomy
  • Loves music, TV, swimming, riding his trike, holidays

BENEFITS FOR SUPPORT WORKER

  • Pay: £115.50 Sunday night
  • Pay: £108.50 Monday night
  • Working time:  21:30 to 08:30
  • Working in private home
  • Own room, bathroom and use of duty room
  • Lovely, supportive family and team
  • Training for the right person

Click here to contact for an interview

Suitable for commute from

  • Worthing
  • Brighton
  • Burgess Hill
  • Haywards Heath
  • Lewis
  • Horsham,
  • Storrington
  • West Chiltington

Must have right to work in the UK

An Enhanced DBS is a requirement for the role

Click here to contact us for an interview

Embrace HR Limited is not a recruitment agency. We are an HR company and recruit directly for our clients.  Visit our website for more information.

No agencies please

Phone: 01296 716 288

COVID-19 considerations:

Reference ID: TH/cgl/Jan2021

Part-time hours: 22 per week

Job Types: Part-time, Permanent

Salary: £108.50-£115.50 per day

COVID-19 considerations:
Initial interviews via telephone or video
Where face to face interview – use of masks, sanitisers, follow instructions from the parents

 

Embrace HR Covid-19 vaccines pexels-gustavo-fring-3985170

Can you insist that your care industry employees are vaccinated? What will happen if they refuse? Read on…

As the first Covid-19 vaccines begin to roll out, we can start to see a ray of light at the end of the global pandemic tunnel. And for those of us in the care industry, with the responsibility for the safety of both staff and clients, it is a big relief.

However, just because the vaccine is being made available – and health and social care workers and care home workers are among those included in the first wave – that doesn’t mean that all of your employees will take up the offer.

Best practice

The Health and Safety at Work Act 1974 (HSWA) says that employers must take reasonable steps to reduce workplace risks. With this in mind, it would be wise to  educate your staff about vaccination so that health and safety is front of mind and they make an informed choice regarding vaccinations.

In light of this, it is key that employers draw up a policy regarding keeping safe, with reference to vaccinations in general, if one is not already in place.

Vaccine concerns

Staff may have their own reasons for not wanting to be vaccinated – in fact according to a YouGov survey around a fifth of those surveyed said they would not be vaccinated. They may fear that it has been developed too quickly, and that there is not enough known about side effects. They may doubt its efficacy – and with the announcement that the gap between first and second doses is being extended, may be even less convinced that it will give them immunity.

They may have medical concerns. Anyone who is pregnant, breastfeeding or trying to conceive is advised to consult with medical professionals to weigh up the risks of being vaccinated [GOV.UK: The safety of COVID-19 vaccines when given in pregnancy 5/1/21], and there are also concerns for anyone who has suffered from severe allergic reactions in the past [GOV.UK Confirmation of guidance to vaccination centres on managing allergic reactions following COVID-19 vaccination with the Pfizer-BioNTech-vaccine. Withdrawn 11/1/21].

Or you may find that you have staff who refuse on religious grounds, or because of other beliefs – ethical vegans, for instance, may refuse to have a vaccine that has been tested on animals.

Legal viewpoint

You should also note that the vaccination is not mandatory, and it looks unlikely that there will be any law making it so.

As highlighted in People Management recently, [People Management: Can employers force staff to have the Covid vaccine? 15/12/20] there are indirect measures that an employer can take to pressurise vaccination of their employees such as “refusing staff entry to certain parts of the workplace or certain roles, if they cannot demonstrate that they have been vaccinated”. That said, we wouldn’t recommend it and any such measures would need to be considered very carefully as you might run the risk of being subject to claims of discrimination or constructive dismissal.

Of course, where the care of vulnerable clients is involved, as an employer you may feel that your responsibility for their health and safety means that their carers should be vaccinated. However, there are other requirements that can keep them safe – such as PPE, cleaning and hygiene regimes, regular testing and social hygiene. In any case, guidance from the NHS still states that all these measures should be taken even if one is vaccinated, as no vaccine is believed to be 100 per cent effective.

An option for staff who have not been vaccinated, for whatever reason, is to allow them to work at home, if that is indeed an option, or to be deployed elsewhere, away from ill or vulnerable people. When considering this, you will of course have to ensure that they agree, they are not financially disadvantaged, that it doesn’t impact on their career in a negative way, or that it is in breach of their contract.

If you would like to discuss this subject further, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 761288 or contact us here.

If you would like to receive our newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited provide a specialised HR service to the care sector, from recruitment through to exit.

Embrace HR changes in 2021

There has been a lot to take in over the past 10 months, with furlough schemes and lockdown laws, but before you raise a glass to the new year, take a moment to make a note of these changes…

It has been a tough year for many of us in the business world, and it is no surprise that the UK economy has shrunk by 11.3 per cent, and that it is forecast to take until 2022 to get back to the level it was at before Covid-19.

However, we will all move forward, and as we do so, we should make a note of some of the upcoming changes that will affect anyone involved in the management of HR.

National Living Wage

The first is that the National Living Wage (NLW – previously the national minimum wage) is set to go up in April. For staff aged 16 and 17 it will become £4.62 an hour and for those aged 23-plus it will be £8.91. See the table for full details:

Age Current rate 2021 rate Percentage increase
20-21 £8.20 £8.36 2%
18-20 £6.45 £6.56 1.7%
16-17 £4.55 £4.62 1.5%
Apprentice £4.15 £4.30 3.6%

End of Furlough Scheme

STOP PRESS 17/12/20: Chancellor Rishi Sunak has extended the furlough scheme for one month until the end of April 2021.

The furlough scheme is set to end in March, so as you come back after the new year, plans around reintegrating staff, reviewing job descriptions and so on will need to be confirmed.

The CIPD is calling for the government to extend the scheme once more beyond the end date of 31 March 2021 [CIPD: CIPD calls on Chancellor to extend furlough scheme to the end of June to protect jobs 13/12/2020]. The independent professional body has asked that support should be gradually phased out, allowing companies some stability while the vaccination scheme is rolled out. It has said that the government should keep its contributions at 80 per cent for February and March, dropping them gradually through April, May and June.

As and when we hear more on this, we will update you.

Flexible Recruitment

If this year has shown anything, it is that many jobs can be done remotely, offering staff a better work life balance by dropping commuting time and offering the chance to work around family and caring commitments. Many companies have realised that they can also tap into a wider selection of candidates by taking their pick from potential employees located outside of commuting distance.

Now is a good time to ensure that you have policies in place for recruiting for remote-based jobs, if that is what you will do going forward, and reviewing your remote working policies around working hours, IT and security – if you didn’t do so during the first lockdown.

You might also like to review our previous blog on the subject of flexible working.

If you would like to discuss this subject further, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 761288 or contact us here.

If you would like to receive our quarterly newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Embrace Immigration pexels-taryn-elliott-5405596

As we head towards the end of 2020 and the UK finally leaves the EU, this will also mean the end of free movement to the UK. The UK Government is introducing a new points-based immigration system which will treat EU and non-EU citizens equally. This change comes into effect on the 1st January 2021.

Immigration Guidelines

The main work route into the UK will be via the Skilled Worker route [GOV.UK: The UK’s points-based immigration system: an introduction for employers 19/11/2020] which includes some of the below:

  • Intra-Company Transfers (including Graduates Trainees)
  • International Students & Graduates (including Graduate Immigration Route)
  • Health and Care Visa (to apply for the Health and Care Visa, the individual must be a qualified doctor, nurse, health professional or adult social care professional. They need to have a job offer from the NHS (or equivalent body) and the employer must be a licensed sponsor.)

From 1st January 2021 the Skilled Worker route replaces the current T2 General Visa and some of the rules have been relaxed:

  • Required skill level is now A-level equivalent.
  • Reduced salary threshold.
  • Resident Labour Market test is scrapped.

Under the new points-based immigration system, anyone coming to the UK for work must meet a specific set of requirements for which they will score points. A total of 70 points are required, made up of mandatory points and some points which are tradeable. All applicants must:

  • be applying for a job ‘at appropriate skill level’,
  • speak English,
  • and have a job offer from an approved sponsor.

In addition, they must have a salary offer which is competitive for the job they are applying for.

A sponsorship requirement will apply to the Skilled Worker route, to the Health and Care Visa and to the student route, as well as to some specialised worker routes. This applies to both EU and non-EU citizens who come on these routes. Although specific requirements vary by route, for most work routes, sponsors must undergo checks to demonstrate they are a genuine business, are solvent, and that the roles they wish to recruit into are credible and meet the salary and skills requirements (if applicable). Sponsors must also pay a licence fee (and Immigration Skills Charge, where required.)

Right to Work (RTW)

Employers may continue with current RTW checks for EU citizens up to 30 June 2021, eg, a passport can still be accepted as the only RTW document up to this date. After this date, it will be necessary for the employee to show their settled status documentation/visa.

Irish citizens will continue to prove their right to work in the UK as they do currently.

All passports must be valid for at least 6 months.

Driving Post EU Exit

Employees who are required to drive for work may have to apply for an International Driving Permit (IDP).

Existing EU Citizens

EU citizens currently working the UK must apply to the EU Settlement Scheme if they wish to continue working in the UK. The deadline is 30 June 2021. If, after the 30 June 2021 they have not applied for a visa then their continued employment will be unlawful.

The employee must take personal responsibility if the wish to continue working in the UK and, if they do not have settled status (or a visa) by the 30 June 2021 deadline, then their employment will be unlawful, and the employer will be fined if they continue working.

Required Actions for Employers & Case Managers

There are a number of actions required of the employer and/or case manager:

  • Review your existing workforce to identify who will be required to apply to the EU settlement scheme and if they wish to continue working in the UK.
  • The Employer cannot force an employee to apply.
  • It is reasonable for the Employer to have dialogue with the employee to enquire what their intentions are and to request that they keep the Employer informed of progress of their application under the settled status scheme (or their visa application).
  • The Employer will be required to take a copy of the employee’s new settled status documentation or visa and send a copy to the HR provider.

Immigration and EU Settlement HR Support

At Embrace HR we can assist with this process by providing the employer with a list of employees who, as per our records are currently EU citizens, in order that they may fulfil their obligations as set out above. We will record the information provided to us from the employer/employee.

Furthermore, if we do not receive the required evidence from the employer or the employee by 30 June 2021, we will contact the employer to inform them that the employee, according to our records, may be working unlawfully, and that employment may need to be terminated.

Employers and employees are welcome to contact Embrace HR Limited with any questions relating these new immigration rules.

T: 01296 761288 or contact us here.

If you would like to receive our quarterly newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Embrace HR furlough scheme

As the UK went into a second lockdown earlier this month, Chancellor Rishi Sunak confirmed that the furlough scheme would be extended. Find out how it applies to you and your employees…

Although the second UK lockdown is set to end at the beginning of December, Rishi Sunak has recognised that companies may be affected for longer than that and has therefore extended the Coronavirus Job Retention Scheme (CJRS) until the end of March 2021.

Like the original scheme, which was set up in March, the current plan will see the government paying 80% of employee’s wages, with a cap of £2,500 a month. The Chancellor said that his aim was to give businesses security over the winter period and to protect millions of jobs.

The scheme replaces the Job Support Scheme, which had initially been planned to be put in place once the first Furlough scheme came to an end, and it is good news for employees as this new plan is far more generous.

How does it work?

Employers are able to claim 80% of an employee’s salary for any hours not worked with a cap of £2,500 a month. You must confirm in writing to your employee that they have been furloughed and a written record of this must be kept for five years.

Who can be furloughed?

You must have been employing the member of staff on 30 October 2020 (and you must have made a PAYE RTI submission to the HMRC notifying a payment of earnings for them at any time between 20 March and 30 October 2020). This does not apply if you are employed as a member of staff after 23 September 2020.

It is important to note that you do not have to have made any claim on the furlough scheme before 30 October 2020.

How many employees can I claim for?

The extended furlough scheme has no upper limit on the number of employees you claim for and you are not limited to the staff that you claimed furlough for during the first lockdown in March.

What about staff on maternity leave?

If you have staff on maternity leave, who would rather be furloughed (because that pay will be higher than Statutory Maternity Pay), they must give you eight weeks’ notice to end their leave early.

I employ an apprentice, can they be furloughed?

Yes they can, and they can continue their training while on furlough, However, note that they must be receiving wages that are at least the same as the Apprenticeship Minimum Wage/National Living Wage/National Minimum Wage while they are training. So as an employer you must cover the shortfall between that amount and the amount you can claim for their wages.

I made my employee redundant…

If employees stopped working for you or were made redundant on or after 23 September 2020, it is possible to re-employ them and put them on the new furlough scheme.

There are a variety of rules for different employment conditions, you can check them here [GOV.UK: Check which employees you can put on furlough to use the Coronavirus Job Retention Scheme 14/05/20 Updated 19/11/20].

If you would like to discuss this subject further, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 761288 or contact us here.

If you would like to receive our quarterly newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Embrace HR

Carer (Driver)

Required for a lovely family in Northwood, Greater London to work with their 8-year old daughter.

About the job of Carer with driving responsibilities :

  • Take our client to school and and collect after school
  • Ensure her safety in her wheelchair on the journey
  • Provide a safe and happy environment
  • Provide a snack for her and attend to her needs prior to and during the journey
  • Provide care and support as required in the home with her family undertaking tasks as discussed with the Parents including personal care.

Requirements

  • Female required – exemption of the Equal Opportunities Act
  • Ability to drive an adapted car and at least 5 years’ driving experience
  • A holder of a full UK Drivers licence
  • Able to demonstrate first aid training
  • Spoken English at a good level
  • Aware about safeguarding and the rights of young people
  • Punctual, committed and dependable
  • Flexible to work varying hours should this be required
  • You will have a calm temperament, be trustworthy and reliable with a good sense of humour and a passion for working with children
  • Satisfactory references, right to work in the UK, and an Enhanced DBS certificate for child workforce are requirements this Carer role with driver responsibilities.

If you think this job of Carer with driving responsibilities is for you but can’t commit to the morning shifts, consideration will be given to working only the afternoon shifts.

Pay:

Up to £12.00 per hour

Hours: Term Time

  • Monday – 06:45 to 10:00 and 13:45 to 20:00
  • Wednesday – 06:45 to 10:00 and 13:45 to 20:00
  • Friday – 06:45 to 10:00 and 13:45 to 20:00

School holidays

Shifts may be available depending on the needs of the client and agreement will be reached at the time.

Send us your CV with a covering letter

Embrace HR Limited is not a recruitment agency. We are an HR company and recruit directly for our clients.  Visit our website for more information.

No agencies please

 

Reference ID: 2020 10 HA6/CG

Job Types: Part-time, Permanent

Reference ID: AK/CGL/2020-10

Part-time hours: 28.5 per week

Application Deadline: 28/11/2020

COVID-19 considerations

Initial interview will be by telephone. Subsequent interviews may take place by video and face to face. The client’s parents are mindful of the current situation and take every precaution to ensure a as COVID-safe an environment as possible.

 

If additional HR support is required, please don’t hesitate to contact us at Embrace HR Limited here.

If you would like to receive our quarterly newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.


Feature image by Justin Hamilton on Pexels

Embrace HR help for businesses pexels-daria-shevtsova-2825936

Learn how the Job Support Scheme and Test and Trace Support payment schemes work for businesses…

STOP PRESS: Furlough Scheme extended from Thursday 5 November to Wednesday 2 December in line with England’s second lockdown of 2020. Please note that despite the lockdown, Embrace HR will continue to operate virtually and are here to address any HR-related enquiries.

Last month, the Chancellor Rishi Sunak announced two schemes for businesses as we reported in a previous blog, both related to the coronavirus pandemic – the Job Support Scheme (JSS) and the Test and Trace Support Scheme.

Enhancements to the JSS were announced on 22 October and the revised scheme is now called the Job Support Scheme Open (JSS Open or JSSO) for businesses operating and the Job Support Scheme Closed (JSSC) which is intended for those businesses that cannot operate. A comprehensive explanation can be found on the Gov.co.uk website.

In this blog, we look at both the JSS Open and the Test and Trace Support schemes in more detail.

Job Support Scheme Open

The aim of the JSSO is to protect jobs that may otherwise be under threat over the winter due to Covid-19 and to help avoid redundancy where possible. While the furlough scheme saw the government paying the majority of the employees’ wages, even though they were not working, now it will be up to the employer to cover those hours not worked, with some support from the government.

The original Job Support Scheme required employers to pay a third of the wage for hours not worked, while the government also paid a third. However, as of 22 October, the Chancellor announced changes to the scheme, providing further support for businesses already impacted by the pandemic, such as:

  • Reducing the employer contribution for unworked hours to 5%, and
  • Reducing, the minimum hours requirement from 33% to 20%, so those working just one day a week will still be eligible.

The good news is that if your business uses the JSSO, you will still be able to take advantage of the Job Retention Bonus (JRB) if you meet the criteria for eligibility. This gives companies a £1,000 one-off taxable payment for each eligible member of staff that was furloughed and is continuously employed by you until 31 January 2021. The bonus can be claimed between 15 February 2021 and 31 March 2021.

The JSSO opens on 1 November and runs until April 2021. It is open to any company that has a UK bank account and runs UK PAYE schemes. Important to note is that you do not need to have used the Coronavirus Job Retention Scheme (furlough) to be eligible.

While the government advice states that your turnover must be lower than it was before Covid-19, it also adds that there will be no financial assessment for SMEs. However, there will be for large companies.

For your employees to be eligible they must have been on your payroll on or before 23 September 2020 and a Real Time Information submission showing payment to the employee to HMRC must have been made on or before that date. This is documented via the link below. They must also work at least 20 per cent of their usual hours.

There is no requirement to be constantly on the scheme – so you could have team members who are on the scheme one week, if the business is quiet, but if trade picks up the following week they may come off it. However, each cycle must be at least seven days.

The figures:

  • The government contribution to each member of staff is capped at £1541.75 per month.
  • Payments will be made in arrears, so the government will pay back their contribution to the employer.
  • Employers are responsible for Class 1 employer NICs or pension contributions (they are not covered by the grant).
  • If your employee was furloughed, their ‘usual wages’, not their furlough pay, will be used in grant calculations.
  • Employers must pay the contracted rate for any hours worked.
  • It appears that the government is not expecting employers to ‘top up’ the money for hours not worked, over and above the 5 per cent they must pay.
  • You cannot make an employee redundant or give notice of redundancy if you are claiming the Job Support Scheme grant for them.
  • Claims can be made from December 2020, through Gov.uk, and the grant will be paid on a monthly basis.

Further detail can be found online at: https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/928761/JSS_Open_factsheet.pdf

Test and Trace

Via the Test and Trace scheme, people on lower incomes, who are unable to work from home, will be supported by a £500 payment if they have to self-isolate.

More important for employers to know is that a range of fines have been implemented for those breaching self-isolation rules – and stopping others from self-isolating. This means that employers who insist on staff coming into the workplace when they are required to self-isolate, or threaten them with redundancy, could be liable to fines of anywhere between £1,000 and £10,000.

Please also be aware that NHS Test and Trace call handlers will be in regular contact with self-isolating people and will escalate any suspicion of non-compliance to local authorities and local police.

In this instance, your employees will be responsible for claiming the Test and Trace support from their local authority directly.

This scheme came into effect from 28 September 2020.

If you would like to discuss the above in more detail, and/or the impact on your business, please don’t hesitate to contact Cecily Lalloo at Embrace HR Limited.

T: 01296 761288 or contact us here.

If you would like to receive our quarterly newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.