© Nannytax 2018

We use cookies to ensure that you have the best experience. For more information, please read our cookie policy. By clicking on accept, you are agreeing to our cookie policy.

We are monitoring Government announcements daily and will update the information below as and when changes happen. Please read our customer FAQs for the latest coronavirus (COVID-19) news and advice related to nanny employers.

Please note, the guidance below is based on the current measures in place for England. Click the links for specific guidance for ScotlandWales and Northern Ireland.

Our FAQS are divided into:

  1. Latest FAQs
  2. Coronavirus Job Retention Scheme (CJRS) and the furlough process
  3. Redundancy
  4. General SSP and Coronavirus SSP Rebate Scheme queries
  5. Other Coronavirus related FAQs
  6. Furlough Portal
  7. Job Support Scheme

1. Latest FAQs

How often should I claim for funding through the CJRS?

You can claim before, during or after you process your payroll as long as your claim is submitted by the relevant claim deadline. You can usually make your claim up to 14 days before your claim period end date and do not have to wait until the end of a claim period to make your next claim.

All claims for periods from 1 July 2020 to 31 October 2020 must be submitted no later than 30 November 2020. Claims from 1 November 2020 must be submitted by 11.59pm 14 calendar days after the month you’re claiming for. If this time falls on the weekend then claims should be submitted on the next working day.

  • Claims for November 2020 must be submitted by 14 December 2020
  • Claims for December 2020 must be submitted by 14 January 2021
  • Claims for January 2021 must be submitted by 15 February 2021
  • Claims for February 2021 must be submitted by 15 March 2021
  • Claims for March 2021 must be submitted by 14 April 2021

Can I furlough my employee if they have Covid-19 symptoms, have Covid-19 or are isolating?

If your employee is on sick leave or self-isolating as a result of coronavirus, they may be able to get Statutory Sick Pay (SSP). The Coronavirus Job Retention Scheme is not intended for short-term absences from work due to sickness.

Short term illness/self-isolation should not be a consideration in deciding whether to furlough an employee. If, however, employers want to furlough employees for business reasons and they are currently off sick, they are eligible to do so, as with other employees. In these cases, the employee should no longer receive sick pay and would be classified as a furloughed employee.

Employers can furlough employees who are clinically extremely vulnerable, at the highest risk of severe illness from coronavirus or off on long-term sick leave. It is up to employers to decide whether to furlough these employees.

If my employee needs to shield, can they be furloughed?

Yes, if an employee is shielding for their own health or another member of their household's health, you may utilise the CJRS. There is no contractual right to be furloughed so this would be exercised at the employer's discretion.

Please note that given the number of changes the government is introducing this may be subject to change.

What can you tell me about the one-off bonus of £1000 the Government have announced?

The Job Retention Bonus (JRB) will not be paid in February 2021 and a retention incentive will be deployed at the appropriate time. The purpose of the JRB was to encourage employers to keep people in work until the end of January. However, as the CJRS is now being extended to 31 March 2021, the policy intent of the JRB no longer applies.

Are nannies able to work in multiple households for multiple employers?

There are currently no published guidelines on this matter that we are aware of. Therefore we can only advise in line with The Government’s confirmation that those who cannot work from home should continue to travel to/attend work – this includes nannies and domestic employees.

Our HR advisors suggest that if an employee works for multiple households and all employers have carried out a health and safety risk assessment, and both the employee and employer are happy to continue working, then they can do so.

If either the family or the employee do not feel comfortable carrying on in the nanny share over the lockdown period, we suggest utilising the extended furlough scheme.

Please note that we are still waiting for further guidance on the government and will update our FAQs as we receive this.

Can my employee use public transport to come to work over the new lockdown period?

The Government has stated that those who cannot work from home should continue to travel to work and attend their workplace. Where possible employees should find alternative ways to travel to work, such as by bike or foot. In the event that they need to travel via public transport, the employee should ensure they are wearing a suitable face covering, unless exempt and regularly washing hands, including upon arrival to the workplace.

I want to furlough my employee and claim the new CJRS grant, what do I do?

Please head to our furlough portal and follow the steps accordingly.

If you have not previously furloughed your employee and claimed grants through CJRS, you will need to set up an HMRC PAYE Online Account (guidance on how to do this is on step 3).

The Government has announced ‘to work from home if you can’, can my nanny still come to work?

Yes, those who cannot work from home, like nannies, can continue to go to work. For more information, please see the Gov website here.

How do I ensure my house is a Covid safe environment?

Government guidance for working in other people’s homes can be found here. Should you employ more than one employee, you should ensure you are carrying out a risk assessment, to mitigate the risk of spreading the virus. Here is a document from the Health & Safety Executive on what to include in a risk assessment.

What do you know about the updated Coronavirus Job Retention Scheme (CJRS)?

Employers small or large, charitable or non-profit, are eligible for the extended Job Retention Scheme.

Employers will have flexibility to bring furloughed employees back to work on a part time basis or furlough them full-time, and will only be asked to cover National Insurance and employer pension contributions which, for the average claim, accounts for just 5% of total employment costs.

This extended Job Retention Scheme will operate as the previous scheme did, with employers being paid upfront to cover wages costs.

The CJRS is being extended until March 2021 The level of the grant will mirror levels available under the CJRS in August, so the government will pay 80% of wages up to a cap of £2,500 and employers will pay employer National Insurance Contributions (NICs) and pension contributions only for the hours the employee does not work.

As under the current CJRS, flexible furloughing will be allowed in addition to full-time furloughing.

As with the current CJRS, employers are still able to choose to top up employee wages above the scheme grant at their own expense if they wish.

The Government will confirm shortly when claims can first be made in respect of employee wage costs during November, but there will be no gap in eligibility for support between the previously announced end-date of CJRS and this extension.

The Job Support Scheme will be introduced following the end of the CJRS.

How long will the updated Coronavirus Job Retention Scheme run for?

The CJRS (also known as the furlough scheme) will remain open until 31 March 2021. For claim periods running to January 2021, employees will receive 80% of their usual salary for hours not worked, up to a maximum of £2,500 per month. The £2,500 cap is proportional to the hours not worked.

The government will review the policy in January to decide whether economic circumstances are improving enough to ask employers to contribute more.

As further guidance becomes available, we will update our FAQs but for more information, visit the Gov website. 

Who is eligible for the updated Coronavirus Job Retention Scheme (CJRS)?

All employers with a UK bank account and UK PAYE schemes can claim the grant. Neither the employer nor the employee needs to have previously used the CJRS.

To be eligible to claim under the updated CJRS, employees must have been on an employer’s PAYE payroll by midnight of the 30th October 2020. This means a Real Time Information (RTI) submission notifying payment for that employee to HMRC must have been made on or before 30th October 2020.

As under the current CJRS rules:

        • Employees can be on any type of contract. Employers will be able to agree to any working arrangements with employees.
        • Employers can claim the grant for the hours their employees are not working, calculated by reference to their usual hours worked in a claim period. Such calculations will broadly follow the same methodology as currently under the CJRS.
        • When claiming the CJRS grant for furloughed hours, employers will need to report and claim for a minimum period of 7 consecutive calendar days.
        • Employers will need to report hours worked and the usual hours an employee would be expected to work in a claim period.
        • For worked hours, employees will be paid by their employer subject to their employment contract and employers will be responsible for paying the tax and NICs due on those amounts.

What support is being provided and employer costs as part of the updated CJRS?

As with the current CJRS, employers are still able to choose to top up employee wages above the scheme grant at their own expense if they wish.

The Government will confirm shortly when claims can first be made in respect of employee wage costs during November, but there will be no gap in eligibility for support between the previously announced end-date of CJRS and this extension.

2. Coronavirus Job Retention Scheme (CJRS) and the furlough process

Can my employee come back part-time but still be part of the Coronavirus Job Retention Scheme?

Yes employers have been given the flexibility to bring furlough employees back part-time. Employers must agree with their employee any new flexible furloughing arrangement and confirm that agreement in writing. Employers will:

        • Be responsible for paying the wages, tax, and NICs of their employees for the hours they do work but can still claim the grant for the hours their employees are not working.
        • Need to report hours worked and the usual hours an employee would be expected to work in a claim period.
        • When claiming the CJRS grant for furloughed hours, employers will need to report and claim for a minimum period of a week.
        • This is a minimum period and those making claims for longer periods such as those on monthly or two weekly cycles will be able to do so.

What if I’m already topping up my employee salary to 100%?

As with the previous scheme, employers are still able to choose to top up employee wages above the scheme grant at their own expense if they wish but this will need to be in addition to the contributions expected of you as part of the Job Retention Scheme.

Do I have to top my employee's salary to 80% over the coming months, or can I agree another figure with my employee?

HMRC have advised that you do need to top your employee's salary up to at least 80%, as per the furlough scheme entitlement. HMRC can investigate any alleged breaches and an employer would risk not only having to repay any grants they might have received in relation to that period but also potentially face receiving a 100% penalty.

If you can't afford to top up your employee's salary then part-time hours or redundancy might be other options for you. Please do take a look at our advice regarding redundancies or speak to NannyTax HR at This email address is being protected from spambots. You need JavaScript enabled to view it..

What happens if I cannot afford to make any contributions to my employer’s salary or bring them back part-time as part of the flexible furlough?

Part-time furlough will work for many employers, however, there will, unfortunately, be some that will need to consider the redundancy option. If you are going to make your employee redundant, please do not use the furlough portal. Get in touch with our HR team who will be able to advise on your options based on your employee's length of service, contract, and circumstances.

You should only consider redundancy an employees service is no longer required or when the job they do becomes obsolete. An Employer should first consider any alternatives to redundancy, such as reducing overtime to a workable minimum or by investigating temporary measures such as reduced working days.

It is against the law to make someone redundant due to their gender, age, race, religious beliefs, marital status, sexual orientation, disability, pregnancy or maternity.

For more information of redundancy, please scroll down to the redundancy FAQs below.

How do I start or end furlough for my employee?

You can start and end furlough for your employee through our furlough portal. Simply log in and find the most relevant step.

For those starting furlough, proceed to step two. For those ending furlough go straight to step six and complete the relevant information.

You don't need to be logged in to end an employee furlough, you just need your payroll number, your email address that's on our system, and your name.

For those furloughing their employee for the first time, the portal will also detail the furlough process and how to reclaim.

Who processes the Coronavirus Job Retention Scheme application?

Unfortunately, we cannot make the claim on your behalf. One of the reasons is that we cannot set-up a PAYE online account (masking as you) as a security code is sent to your mobile each time login is required. In addition, the information held within the HMRC online account contains sensitive personal data about you and your personal tax affairs.

I have a query about the furlough process, where can I find out more?

Login to our furlough portal where we have put together a 6 step guide that covers how to reclaim 80% of your nanny’s salary from the Government and details the process.

For the latest official guidance on the furlough worker scheme, please visit this page.

How do I calculate what my employee’s salary would be whilst on furlough?

You are now able to calculate both 80% and 100% reclaim and salary figures through the HMRC's calculator, which you can access here.

For those with employees who are on irregular salaries, furlough pay can be based on a previous earnings average. For employees who have been employed for a full 12 months prior to the claim, the amount is the highest of:

        • the same month’s earning from 2019; or
        • average monthly earnings from the 2019-20 tax year.

For employees who have been employed for less than 12 months before the claim, the employer bases their 80% on an average of actual monthly earnings since the employee's start date. If the employee only started partway during February or March, the employer will have to make a pro-rata calculation based on their earnings so far.

If you are unable to use the HMRC calculator, login to our Furlough Portal where you can request the reclaim amount. We will be able to tell you the total amount that should be paid to your furlough employee, the National Insurance Contributions and the Pension Contributions (up to 3%).

I’ve received an email saying I need to change my employee from a net to a gross salary. How do I calculate the difference in pay?

As the Coronavirus Job retention scheme to claim a percentage of your employee's salary, has been set up based on a gross salary, we are calculating the conversion for net salaries and will be processing employee's salary on a gross basis for the period they are on furlough. The overall amount that you will be able to claim will not be impacted by the change in processing the salary on a gross basis.

You will need to gain consent from your employee, and we have a template you and your employee can sign.

Once this has been completed, please let us know and we can make the temporary change to a gross agreement.

The calculations on my employee’s payslip is different to what the HMRC calculator is telling me. Which one should I base my claim off?

There should be no difference, therefore we would recommend you re-calculate making sure all the correct dates are entered and if the answers still do not match then submit a calculation request via the Furlough Portal.

I’m topping up my employee’s salary to 100%, do I need to let you know that they’re furloughed, and do you need to adjust their payslip, or can I just claim the 80% back from the government?

If you are covering the difference between the government grant and the normal salary, then you will not need to make any changes to your payroll however as we will show this separately on the payslips, you should still complete step one and step two in our furlough portal.

I want to re-furlough my nanny, what do I need to do?

Login to our Furlough Portal where you can tell us that you would like to re-furlough your employee. Once logged in, go straight to step two and complete the relevant information. You don't need to be logged in to end an employee furlough, you just need your payroll number, your email address that's on our system and your name.

If you're unable to do this via our furlough portal, please send your name, payroll ID, employee name and start date of the new furlough period to This email address is being protected from spambots. You need JavaScript enabled to view it..

3. Redundancy

What happens if I cannot afford to make any contributions to my employer’s salary or bring them back part-time as part of the flexible furlough?

Part-time furlough will work for many employers, however, there will, unfortunately, be some that will need to consider the redundancy option. If you are going to make your employee redundant, please do not use the furlough portal. Get in touch with our HR team who will be able to advise on your options based on your employee's length of service, contract, and circumstances.

You should only consider redundancy an employees service is no longer required or when the job they do becomes obsolete. An Employer should first consider any alternatives to redundancy, such as reducing overtime to a workable minimum or by investigating temporary measures such as reduced working days.

It is against the law to make someone redundant due to their gender, age, race, religious beliefs, marital status, sexual orientation, disability, pregnancy or maternity.

I’m thinking of making my Nanny redundant, will the CJRS funding cover the redundancy pay?

No, you will need to fund any redundancy related payment yourself. Please email NannyTax HR at This email address is being protected from spambots. You need JavaScript enabled to view it. who will be able to talk you through the process and provide you with the correct documentation.

Is my employee entitled to redundancy pay?

To qualify for Redundancy Pay the employee must:

        • Be 18 or over.
        • Have at least two years of continuous employment with the same family, without any breaks, apart from maternity, sickness, and unpaid leave.
        • Be working as an employee with a PAYE Scheme and under an Employment Contract, which can be written or verbal.

How is redundancy pay calculated?

Redundancy Pay is calculated according to your employee’s age, length of service, and gross weekly pay or the current statutory rate, whichever is the lowest. Our payroll team are able to calculate the Redundancy Pay amount due or you can use the Government redundancy calculator, but as a guide, the redundancy pay entitlement is as follows:

        • Half a week’s pay for each full year they were under 22.
        • One week’s pay for each full year they were 22 or older, but under 41.
        • One and half week’s pay for each full year they were 41 or older.

What redundancy pay is my furloughed employee entitled to?

The Government has introduced legislation that ensures employees who were placed on furlough and who now face redundancy have a number of their entitlements relating to termination of employment such as redundancy pay, notice pay and compensation for unfair dismissal must be based on an employee’s normal pay rather than on any reduced rate relating to being furloughed.

Part-time furlough will work for many employers, however, there will, unfortunately, be some that will need to consider the redundancy option and this new legislation ensures that if an employee who had previously been furloughed does lose their job, they receive the full compensation they are due.

If you are going to make your employee redundant, please do not use the furlough portal. Get in touch with our HR team at This email address is being protected from spambots. You need JavaScript enabled to view it., who will be able to advise on your options based on your employee's length of service, contract, and circumstances.

ACAS are also able to advise you about how to work out average weekly pay for someone that has been on furlough.

The full announcement regarding this new legislation is available on GOV.UK.

4. General SSP and Coronavirus SSP Rebate Scheme queries

What is the Statutory Sick Pay Rebate Scheme?

The SSP Rebate Scheme is a scheme designed to cover sick pay, for up to 2 weeks, starting from the first qualifying day of sickness, if an employee is unable to work because they either:

        • have coronavirus (COVID-19) symptoms
        • cannot work because they are self-isolating because someone they live with has symptoms
        • Are shielding and have a letter from the NHS or a GP telling them to stay at home for at least 12 weeks

When does the Statutory Sick Pay Rebate Scheme start and end?

The online service you use to reclaim Statutory Sick Pay (SSP) was launched on the 26th May 2020. There currently isn’t an end date for this scheme.

Who can use the SSP scheme?

You can use the scheme as an employer if:

        • you’re claiming for an employee who’s eligible for sick pay due to coronavirus
        • you had fewer than 250 employees on 28 February 2020

You can claim back from both the Coronavirus Job Retention Scheme and the Coronavirus Statutory Sick Pay Rebate Scheme for the same employee but not for the same period of time for that employee.

The scheme covers all types of employment contracts, including:

        • full-time employees
        • part-time employees
        • employees on agency contracts
        • employees on flexible or zero-hour contracts
        • fixed-term contracts (until the date their contract ends)

How do I claim Statutory Sick Pay through the Rebate Scheme?

To use the online service, you will need the Government Gateway user ID you got when you registered for PAYE Online. If you have not registered for a PAYE online account then we suggest you visit step 3 in our furlough portal for a step by step guide on how to do this.

You will also need:

        • your employer PAYE scheme reference number - this information is accessible through the furlough portal.
        • contact name and phone number
        • UK bank or building society details (only provide bank account details where a Bacs payment can be accepted)
        • the total amount of coronavirus SSP you have paid to your employees for the claim period - this should not exceed the weekly rate that is set - this information can be found on your employees latest payslip or by using the SSP calculator to work out the actual amount you’re entitled to claim.
        • the number of employees you are claiming for
        • the start date and end date of the claim period

You can claim for multiple pay periods and employees at the same time. The start date of your claim is the start date of the earliest pay period you’re claiming for. The end date of your claim is the end date of the most recent pay period you’re claiming. We also have a step-by-step claim guide to help you through the process.

Is long term sickness covered under the Statutory Sick Pay Rebate Scheme?

Unfortunately, the repayment will only cover up to 2 weeks starting from the first qualifying day of sickness, is an employee is unable to work because they either:

        • have coronavirus (COVID-19) symptoms
        • cannot work because they are self-isolating because someone they live with has symptoms
        • Are shielding and have a letter from the NHS or a GP telling them to stay at home for at least 12 weeks

Under long term sickness, if your employee is still sick, you will need to continue to pay sick pay up to 28 weeks, but you will only be able to reclaim 2 weeks of it through the Rebate Scheme.

What are the periods I can claim Statutory Sick Pay for under the new SSP Rebate Scheme?

You can claim for periods of sickness starting on or after:

        • 13 March 2020 - if your employee had coronavirus or the symptoms or is self-isolating because someone they live with has symptoms
        • 16 April 2020 - if your employee was shielding because of coronavirus

What is the weekly rate of Statutory Sick Pay under the new SSP Rebate Scheme?

The weekly rate was £94.25 before 6 April 2020 and is now £95.85.

You can pay your employee more than the statutory amount but you can only claim up to the weekly rate paid.

Use the SSP calculator to work out the actual amount.

Does my employee have to supply a doctor's note to qualify for the Statutory Sick Pay Rebate Scheme?

Employees do not have to give you a doctor’s fit note for you to make a claim. But you can ask them to give you either:

        • An isolation note from NHS 111 - if they are self-isolating and cannot work because of coronavirus
        • the NHS or GP letter telling them to stay at home for at least 12 weeks because they’re at high risk of severe illness from coronavirus

Do I need to keep any records of statutory sick pay?

The government advises that you must keep records of SSP that you’ve paid and want to claim back from HMRC.

        • the dates the employee was off sick
        • which of those dates were qualifying days
        • the reason they said they were off work - if they had symptoms, someone they lived with had symptoms or they were shielding
        • the employee’s National Insurance number

You can choose how you keep records of your employees’ sickness absence. HMRC may need to see these records if there’s a dispute over payment of SSP.

How does sick pay (SSP) work with coronavirus?

If your nanny has been advised by Public Health to self-isolate because they fall into one of the below categories, they will be entitled to Statutory Sick Pay, which is currently £95.85 per week.

These include:

        • They have been diagnosed with coronavirus
        • They have coronavirus symptoms
        • They have been advised to self-isolate by a doctor of NHS 111
        • Someone within their household has coronavirus symptoms (in this case everyone within the household must self-isolate for 14 days)

My nanny is pregnant and is classed as vulnerable so is self-isolating. What are our options?

If your nanny is classed as a vulnerable person or is shielding they are entitled to furlough leave.

If they are not, and just does not want to attend the workplace due to concerns around her own health and safety it would need to be unpaid or taken as holiday. However, should the employee provide a fit note from a GP, Statutory Sick Pay, which is £95.98 per week, would apply.

Please note that it is at the employer's discretion should you wish to pay above the statutory minimums unless otherwise specified in the contract.

If you still require a nanny during your normal nannies isolation period, you may take on another employee however, the employee would need to be employed on a temporary basis. For Nannytax customers, your HR advisors can draw up a contract to reflect this.

Who is liable for sick pay (SSP)?

The Government have announced that they will reimburse SSP (currently a flat rate of £95.85 per week) from day one of the Coronavirus sickness for a period of 14 days for small businesses.

Sickness unrelated to coronavirus will follow the usual rules (i.e. commencing on day 4) and will not be reimbursed by the government.

Can I reclaim Coronavirus sick pay (SSP) as a nanny employer?

If you are a Nannytax customer, we can make the changes to your employee’s payslips. As soon as we have the details of how you can claim the funding from the Government we will send you the information on the process. In the meantime, please email This email address is being protected from spambots. You need JavaScript enabled to view it. with the below information, including your payroll number:

        • Date the employee is off sick from (Coronavirus, self-isolated or any other another absence reason)
        • If known, the date they will be returning to work
        • If you would like this to be reflected in line with statutory sick pay and guidelines? If not, how much will you be paying?

What happens if my family and/or I need to self-isolate?

If you request that your nanny doesn't attend work (either as a precaution or due to a member of the family falling ill with coronavirus or coronavirus like symptoms), the nanny should be paid their full standard salary.

Can I take on a new employee if my current employee is off sick, or self-isolating?

Yes, you may take on another employee if your employee is off sick or self-isolating, however, the employee would need to be employed on a temporary basis. For Nannytax customers, your HR advisors can draw up a contract to reflect this.

5. Other Coronavirus related FAQs

What if my nanny self isolates as a precaution?

If your nanny chooses to self-isolate as a precaution but does not fall into one of the above categories, they can take this time either as holiday or unpaid leave.

What happens if my family and/or I need to self-isolate?

If you request that your nanny doesn't attend work (either as a precaution or due to a member of the family falling ill with coronavirus or coronavirus like symptoms), the nanny should be paid their full standard salary.

Can I add a clause to my Nanny's contract, planning for another possible lockdown and furlough?

It depends on what you want to add to your employee's contract. Whilst you can put a clause in, it won’t necessarily be enforceable as both employers and employees must follow government guidelines, which are continuously changing as new information comes to light.

If my Nanny is self-isolating due to possible symptoms, can I enforce a test and see proof?

You may ask to see a test, but you can’t enforce it. In addition, there can also be some difficulty with getting a test at present.

What can I do if I'm struggling to pay my tax liabilities?

If you are concerned about not being able to pay your tax due to coronavirus, all businesses and self-employed people in financial distress, and with outstanding tax liabilities, may be eligible to receive support with their tax affairs through HMRC’s Time To Pay service.

This allows businesses and individuals to pay off their debt by installments over a period of time.

These arrangements are agreed on a case-by-case basis and are tailored to individual circumstances and liabilities.

You are eligible if your business:

        • pays tax or duties to the UK government
        • has outstanding tax liabilities

For more information or to apply for this service, please contact HMRC 0800 024 1222 or visit their website

Does an employee still accrue holiday whilst on furlough?

The Government guidance has confirmed that workers continue to accrue annual leave during furlough and they are entitled to take leave during this time.

If your employee is taking holiday, their salary should be topped IP to 100%. 80% of this can be made up of the Coronavirus Job Retention Scheme funding, but the other 20% would have to be funded by the employer.

Can I take on a new employee if my current employee is off sick, or self-isolating?

Yes, you may take on another employee if your employee is off sick or self-isolating, however, the employee would need to be employed on a temporary basis. For Nannytax customers, our HR advisors can draw up a contract to reflect this.

What if my employee is on maternity leave?

The normal rules for maternity and other forms of parental leave and pay apply.

You can claim through the scheme for enhanced (earnings-related) contractual pay for employees who qualify for either:

        • maternity pay
        • adoption pay
        • paternity pay
        • shared parental pay

I am a nanny, I have some queries how can I get in touch?

We ask that you direct your query through to your employer, alternatively contact ACAS.

6. Furlough Portal

I can't log in to the furlough portal as I've forgotten my password.

You can access our furlough portal without logging in. If you don’t have your login details but need your unique HMRC details you can head to step 3 where you can request these details and as long as the email address you enter matches the one we have on file, we’ll be able to return your details immediately.

My employee isn’t showing up in the furlough portal what should I do?

If your employee isn’t showing up in the Furlough Portal, you should email us at This email address is being protected from spambots. You need JavaScript enabled to view it. as it’s likely that we’re already in the process of furloughing them.

I have ended my employee's furlough leave, but I am unable to submit this information via the portal as my employee is not listed, what should I do?

If your employee isn’t showing up in the Furlough Portal, you should email us at This email address is being protected from spambots. You need JavaScript enabled to view it. and we’ll update the furlough manually.

I have tried to make a furlough claim, but HMRC have informed me that I am not eligible as my account wasn’t set up in time, what can I do?

Please email This email address is being protected from spambots. You need JavaScript enabled to view it. with your payroll number and a brief explanation and a member of our team will look into this for you.

7. Job Support Scheme

What do you know about the Job Support Scheme?

The Job Support Scheme, which was scheduled to come in on Sunday 1st November, has been postponed until the furlough scheme ends. Additional guidance will be set out shortly.

Please note, as this scheme has been suspended, this information may change.

How does the Job Support Scheme work?

When originally announced, the JSS saw employers paying a third of their employees’ wages for hours not worked, and required employers to be working 33% of their normal hours. The most recent announcement by the Government has reduced the employer contribution to those unworked hours to just 5%, and reduces the minimum hours requirements to 20%, so those working just one day a week will be eligible.

This means the Government will pay 61.67% of hours not worked up to a cap of £1,541.75 per month, with the employer contributing 5% of non-worked hours up to a cap of £125 per month. This will ensure employees earn a minimum of at least 73% of their normal wages, where their usual wages do not exceed the reference salary.

        • Employers wishing to utilise this scheme must have a written agreement between themselves and the employee in place agreeing to any changes. Download our template agreement here.
        • Employers using the Job Support Scheme Open will also be able to claim the Job Retention Bonus if they meet the eligibility criteria.
        • The employer will pay 5% of non-worked hours, plus all Employer National Insurance contributions and statutory pension contributions in full.
        • Employers can top up employee’s wages above the 5% contribution at their own discretion.
        • Employers will be able to make a claim online through Gov.uk from December 2020. They will be paid on a monthly basis.
        • Employers using the Job Support Scheme will also be able to claim the Job Retention Bonus if you meet the eligibility criteria.

Please note, as this scheme has been suspended, this information may change.

Who is eligible for the new Job Support Scheme?

All employers with a UK bank account and UK PAYE schemes can claim the grant. Neither the employer nor the employee needs to have previously used the Coronavirus Job Retention Scheme (CJRS) but employers must have agreed to the temporary working arrangement for shorter hours in writing with employees (or union).

        • Employees must be on an employer’s PAYE payroll on or before 23 September 2020.
        • The employee must work at least 20% of their usual hours and they can undertake training in their working hours whilst being claimed for.
        • Staff on any type of contract are eligible, including those on variable or zero hours, and agency workers are eligible.
        • Employees will be able to cycle on and off the scheme and do not have to be working the same pattern each month, but each short-time working arrangement must cover a minimum period of seven consecutive days.

Please note, as this scheme has been suspended, this information may change.

What does it mean to be on reduced hours?

            • The employee must be working at least 20% of their usual hours.
            • For the time worked, employees must be paid their contracted wage.
            • For time not worked, the employee will be paid up to two-thirds of their usual wage, where it does not exceed the cap.
            • Employees cannot be made redundant or put on notice of redundancy during the period within which their employer is claiming the grant for that employee.

Please note, as this scheme has been suspended, this information may change.

What do I need to do next?

We'll update our FAQs with more information as it becomes available. Please remember that all employers wishing to utilise this scheme must have a written agreement between themselves and the employee in place agreeing to any changes. You can download our template agreement here.

Please note, as this scheme has been suspended, this information may change.

How can I claim?

Employers will be able to make a claim online through Gov.uk from the 8th December 2020. Claims will be paid on a monthly basis. Grants will be payable in arrears meaning that a claim can only be submitted in respect of a given pay period, after payment to the employee has been made and that payment has been reported to HMRC via an RTI return.

Please note, as this scheme has been suspended, this information may change.