How are you doing today?
Another weekend over. Is Nature / the Good Lord balancing things for us? In spite of the Coronavirus pandemic, hasn’t it been a wonderful weekend – weatherwise – for us in SW England?
I do hope this week will not present too many challenges to you and that you find support in everything you do.
Following government guidelines, we are all working from our homes; but are carrying on with business as usual.
A VERY BIG THANK YOU to Maria, Deana and Bridgette, who are terrific in keeping the wheels turning.
Our office telephone has been placed on voicemail but we will pick up messages. Communication, however, is best by email, especially if it is urgent. Please email us at email@example.com.
We have been issuing our client’s staff with the necessary ID required for them to be identified as Key Workers.
Please contact us if you would like more information.
In these unprecedented and difficult times, the government has introduced a new scheme to help prevent redundancies called the Coronavirus Job Retention Scheme (CJRS). I have mentioned it in earlier blogs. But there has been a lot to take in so I don’t apologies for mentioning it again here.
The scheme is for businesses who do not have any work for their employees due to the Coronavirus situation. The scheme pays for 80% of the employees’ wages while they are not working. The scheme is currently running from 1 March to 31st May 2020. It is unknown at this time if the scheme will be extended.
Legally, the employee will be placed on Furlough Leave which must be for a minimum of 3 weeks. Whilst on Furlough Leave the employee will remain employed by the company but must not work for their employer. They will accrue annual leave as usual.
These are some of the frequently asked questions we have received over the last few weeks:
Can I Furlough my pregnant employee?
If you have an employee who is pregnant and is due to go on maternity leave soon, it is possible to place them on Furlough Leave before they go. However, once they start maternity leave they will no longer be on Furlough Leave.
Can I Furlough an employee returning from maternity leave?
If you have an employee who is due to return from maternity leave during a period that other employees are on Furlough Leave, and you intend to designate the returner as a Furlough Worker, it is possible to place them on Furlough Leave when they were due to return to work.
How do I decide who to Furlough?
If you have a pool of staff who are all doing the same role, it may be difficult to decide who to Furlough and who to leave working. When making the decision, it is important to be aware of not discriminating against someone because, for example, they are disabled or pregnant. One option would be to offer the Furlough scheme on a voluntary basis. Another option would be to draw up a list of objective criteria to aid your decision.
Changes to Statutory Benefits
The National Minimum Wage (NMW) and National Living Wage (NLW)
From 1 April 2020 the changes are detailed below.
|National Minimum Wage
|Employees over 25 years||£8.21||£8.72|
|Employees aged 21-24 years||£7.70||£8.20|
|Employees aged 18-20 years||£6.15||£6.45|
|Employees aged under 18 years||£4.35||£4.55|
Other Statutory Pay Increases
- Pay for Maternity, Adoption, Paternity, Shared Parental Leave increased to £151.20 on 5th April 2020.
- Statutory Sick Pay increased to £9.85 from today, 6th April 2020.
Do you have any HR questions you need answered?
You can also find us at our Facebook Page EmbraceHR Support.
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Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports SMEs and care packages 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 London.
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