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Coronavirus Job Retention Scheme Extended

Coronavirus job retention scheme extended to the end of March 2021

16th November 2020 by Robin Watson

Categories: Covid-19
Tags: , , , , , ,

The government coronavirus job retention scheme (also known as furlough scheme) has been extended through to March 2021.

The job retention scheme which was initially introduced in 1 March 2020 will continue to run and provide employees with 80% of their current salary.

Similar support will be seen (and appreciated) by self-employed individuals with the Self-Employment Income Support Scheme (SEISS) providing a third grant covering November 2020 to January 2021 calculated at 80% of average trading profits.

The extensions above, come as the government recognise the lasting effects of coronavirus on businesses. At the time of writing 3.9% of businesses (averaged across all industries) have permanently ceased trading with an all industry average of 85% of businesses are currently trading (5-18 October 2020 ONS).

The effects of coronavirus are widespread, limiting businesses ability to trade safely, provide work for employees and make a profit.

The job retention scheme allows employees to be paid 80% of their wages, through the employer paying the employee initially (80% or more) and reclaiming this (80%) from HMRC.

There are nuances in the use of the furlough scheme by employers, including when the employee is paid in relation to when the employer receives the HMRC grant. In using the scheme it is vital for employers to follow reporting requirements and enter effective agreements with employees.

If you wish to discuss the impacts of coronavirus on your business, the process and requirements of the government furlough scheme, or the creation of policies to protect your employees, Laceys provides specialist employer advice. Please contact Robin Watson on 01202 755 202 or r.watson@laceyssolicitors.co.uk who will be able to help.

Robin Watson

Partner — Employment

Direct dial: 01202 377872

Email

“Robin provided excellent and honest support during an incredibly difficult time. Robin's advice and knowledge were exceptional as was the compassion shown towards me throughout this process.”

Christine Stafford

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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