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Business planning and Employment law

March 24, 2021 12:19 pm Published by

A 20 minute briefing on Employees, Workers, Contractors; Contracts; Right to work; Employee rights; Social media; the Furlough scheme and Redundancies! Hope you find it useful

Employing non-UK nationals

January 20, 2021 3:39 pm Published by

If they have not already done so, any EU workers you currently employ who do not have British passports or indefinite leave to remain in the UK, will need to apply to the EU Settlement Scheme. The scheme will grant them either ’settled status’ or ‘pre-settled status’ depending on how long they have lived in the UK at the time they make their application. Those employees with over five years’ continuous residence should receive ‘settled status’ and can remain in the UK permanently and those employees with less than five years’ residence should receive ‘pre-settled status’ enabling them to remain in the UK until they can upgrade to ’settled status.  Applications for the Scheme can be made at www.gov.uk/settled-status-eu-citizens-families and it is free to apply. Applications must be made by 30 June 2021. Employees who...

Changes to IR35 rules

January 20, 2021 3:37 pm Published by

IR35 is a set of complex rules that affect an individual’s Tax and National Insurance Contributions (NICs) if he or she is contracted to work through an intermediary. Its’ stated aim is to prevent workers using limited companies, through which they effectively work as employees, without paying the relevant Tax. In the eyes of HMRC those who do supply services through an intermediary should be classed under IR35 as ‘disguised employees’ and taxed in the same way as general employees – by making the appropriate PAYE and NIC payments. IR35 does not cover individuals that are genuinely self-employed. When assessing whether IR35 rules should apply, HMRC assess both Contracts and working practices. They also consider tests such as control, mutuality of obligation and personal service, as well...

Extension to the Furlough scheme

November 2, 2020 3:31 pm Published by

Further to the Government announcement at the weekend regarding a national lockdown from 5 November 2020, it has also been announced that the Furlough scheme will be extended into November and December (no end date has been confirmed as yet). As such if you have any staff who have already signed agreements regarding the Job Support Scheme you will need to get their agreement to put this on hold and put them back on furlough leave where applicable. The key points of the scheme are as follows: – The level of the CJRS grant will mirror that from the month of August, i.e. up to 80% of salary will be paid for hours not worked up to a cap of £2,500 per...

The Job Support Scheme

October 14, 2020 12:09 pm Published by

Here are some of the finer details of the Job Support Scheme (JSS): – The Government has explained that an employee on the JSS will earn a minimum of 77% of their normal wages where the Government contribution has not been capped – Employers using the JSS will also be able to claim the Job Retention Bonus for each employee which meets the criteria – For the first three months of the scheme the employee must work at least 33% of their usual hours, after which time this threshold may change – Working patterns may change after a minimum of 7 days and staff may ‘cycle’ on and off the scheme – For every hour not worked by the employee, the Government and the employer will pay a third each of the...

The Job Retention Bonus

October 14, 2020 12:00 pm Published by

The Treasury has issued more details on the Job Retention Bonus. Here is a summary, broadly in line with what we knew was coming:- the Job Retention Bonus is available to employers in respect of each employee who (a) has been on furlough at some point; and (b) remains employed, and not under notice, on 31 January 2021. HMRC will make a payment of £1,000 to the employer for each eligible employee.  This is a bonus to the employer, and the employer does not have to pass it over to the employee. to receive the bonus, the employer must have paid a salary of at least £1,560 to the employee between 6 November 2020 and 5 February 2021 (this is to prevent the employer getting a bonus of £1,000 by keeping,...

Help with redundancies

July 22, 2020 9:03 pm Published by

Do you need to make redundancies? This guide summarises the consultation process and explains the need for ‘pools’ and objective criteria. For advice around your specific needs, as well as an analysis of your contractual obligations, statutory redundancy pay and the relevant letters please contact us on 020 8346 8686 or via help@yourhrpartner.co.uk

Update to the Job Retention Scheme – Flexible Furlough

July 8, 2020 5:11 pm Published by

With effect from 1 July 2020 the Government introduced changes to the Job Retention Scheme (CJRS) which enable an Employer to bring their staff back to work on a part-time basis and furlough them for their remaining contractual hours. It is important that there is a written agreement in place for each employee detailing the hours they will be working and these should be kept for five years. This video clip gives more detail regarding the changes to the CJRS.

The Government Job Retention Scheme

April 2, 2020 10:44 am Published by

On 20 March 2020 the Government announced that due to the difficulties organisations are facing in this global pandemic they would set up a fund to pay towards staff salaries for roles which would otherwise be laid off. In order to receive these funds employees need to agree to ‘Furlough leave’ which means they cannot work for their employer for a temporary period. Employers can claim up to 80% of salary for each furloughed employee up to a maximum of £2500 per month per employee. The employees need to have been on PAYE from 28 February 2020. Employers will need to put in place a temporary contract variation with staff. If you would like assistance with this or have any...

New right for workers to receive a pay slip

August 11, 2019 7:40 pm Published by

With effect from 6 April 2019 employers are now required to provide workers with an itemised pay statement when they pay any salary or wages to workers. Where the employer fails to do this, either in total or because the statement does not comply with the legislation, the worker will have a right to make a reference to an employment tribunal.