COVID-19 and how it effects you as an Employer

You head is probably scrambled from all the government guidance and advice, whilst potentially being inundated with questions from your employees. The difficulty is that every scenario can be looked at differently and you should be careful when deciding how to deal with individual employees' circumstances.

The likelihood is that you have had to close your business due to the recent and ongoing pandemic. You will now be aware of various grants that may be available to you, with most of the rates grants already having been issued. You will have placed your employees on furlough, as there is currently no work available due to COVID-19. How have you dealt with this situation? You must have written to your employees stating they have been placed on furlough. This letter must have been agreed by both parties, the employer and the employee. If you have not yet done this, please do contact us for advice on how to move forward and ensure you are compliant with current guidance. When an employee does not agree with furlough, the situation can become difficult. Again, we can help and advise how best to communicate with your employee and to come to an arrangement.

If you are continuing to trade and have had to cut hours or reduce the number of staff working on the premises, you must have written to those you have furloughed and the reasons for this. This letter to furlough acts as a temporary amendment to the contract.

Coronavirus Job Retention Scheme

If you have furloughed employees, you are eligible to claim 80% of the wages paid to employees. This must be calculated using certain criteria and can vary depending on the employee. If you are yet to claim your refund for the wages you have paid since the date your employees have been furloughed, please contact us immediately as we can help you apply for that refund. Once we have PAYE authorisation to act on behalf of your company, we are able to have the refund processed and in to your bank account in 6 working days. The claim can be backdated and also preempt if you have a pay date within the next 14 days.

Statutory Sick Pay

You may have an employee who is on sick leave due to COVID-19. There are clear distinctions and criteria to ensure the employee is eligible for SSP and also that it is payable by the employer. You must assess the following;

1. Has the employee themselves received a letter from the government and NHS stating they must not go to work, thy must shield at home for 12 weeks;

2. Does the employee live with a family member or person whom has received the letter stated above;

3. Does the employee themselves have symptoms of COVID-19 / coronavirus;

4. Does the employee live with someone whom has symptoms of COVID-19 / coronavirus;

5. Is the employee refusing to come to work because they feel the workplace is not safe or they prefer to be at home

6. The employee does not fit in any of the above but is refusing to come to work

It is important to assess the situation of the employee. They may be eligible to paid sick leave, leave but unpaid, or not entitled at all.

If you have any questions in relation to the above, please do contact us on 01773 813562 or email nicola@easypayepayroll.co.uk.