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Job Support Scheme: How does it work, who is eligible and when does it start?

25th September 2020 by Robin Watson

Categories: Covid-19
Tags: , , , ,

With a resurgence of the Coronavirus and the furlough scheme ending on 31 October, Rishi Sunak has announced plans for a Job Support Scheme, allowing workers to get 3/4 of their normal salaries for 6 months, starting from November.

The Scheme is aimed at ‘viable jobs’ as opposed to jobs that only exist because the government is continuing to subsidise the wages and will apply to all SMEs and larger business which have lost turnover during the crisis. It will be open to all UK employers, even if they didn’t use the furlough scheme. However, it is worth noting the employee must not be on a redundancy notice, which is not the same as the Coronavirus Job Retention Scheme, where the scheme did pay out for employees working their redundancy notice.

How will the scheme work?

  • To be eligible employees must work a minimum of 33% of their normal hours and must also have been on the employer’s Real Time Information submission on or before 23 September 2020
  • Working patterns can vary, but each short-time working arrangement must cover a minimum period of seven days
  • The minimum 33% threshold hours for which an employee must work may be increased in months 4-6 of the scheme
  • Employers will pay the employee for the hours they work
  • For the remaining hours (ie. 67%) not worked the government and employer pay 1/3 wages each – meaning employees working 33% of their hours will receive at least 77% of their pay (33% worked, 22% government topped up and 22% employer topped up from remaining hours)
  • The Government grant will be capped at £697.92 per month/employee but please note this will not cover Class 1 employer NIC or pension contributions, they remain payable by the employer
  • The government’s grant ‘usual wages’ will follow a “similar” methodology to the Coronavirus Job Retention Scheme

If your business needs support implementing the Job Support Scheme then please contact our team today and we will be happy to help.

Robin Watson

Partner — Employment and Immigration

Direct dial: 01202 755202

Email

“Cocowai is a wholesale and online retail cashmere company. We recently contacted Robin Watson at Laceys Solicitors to help and advise us with producing an employment contract, and subsequently for advice on other employment issues. Robin has been extremely helpful and efficient throughout the whole - from our initial meeting, through to further telephone conversations and subsequent emails. I have been impressed by Robin's consideration of our "type" and "size" of company, whilst advising on what kind of contract we needed for our business. ”

Frances Macaulay, COCOWAI

Robin studied law at the University of Southampton before achieving Distinction in a postgraduate law diploma at Bournemouth University in 2011 and being awarded the Dorset Magistrates’ Association Excellence in Advocacy Award.

Robin qualified as a solicitor with Laceys in 2011, and is now one of Laceys partners, specialising in employment law advising employers, HR Directors and managers on all aspects of complex employment law and day-to-day HR issues.

In addition, Robin completed a demanding course and examination process and qualified as a Solicitor-Advocate early on in his career. This entitles Robin to appear in all civil courts and enhances the service he can provide to clients.

Robin is able to bring his previous experience in management outside of the law and also, understands the real demands and issues involved in HR. Robin takes responsibility for the HR of Laceys which includes circa. 100 employees and so has experienced what it is really like to deal with frontline HR issues and his clients genuinely benefit from that. It enables Robin to give practical and clear advice based on real experience, as well as utilising his legal knowledge and experience.

Robin has advised and represented a national hotel and restaurant group concerning multiple redundancies and general ongoing employment law/HR support and also recently advised and represented a financial services organisation in a High Court contractual dispute.

Robin has previously advised a local charity regarding potential pay claims and represented a senior charity executive.

As part of his service Robin likes to provide training to his clients and their HR teams.

Away from work Robin enjoys cycling, cooking and eating. Lately, Robin has (again) started sketching and is trying to convince himself that he has a talent!

To find out more about Robin becoming Partner and why he chose to specialise in Employment law click here;

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