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Covid-19 Nanny Employers | Nannytax

How will Coronavirus affect nanny employers

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.

Our FAQS are divided into:

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

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

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1. Latest FAQs

How long will the Coronavirus Job Retention Scheme (CJRS) stay open and will the process of furloughing remain the same? add remove

On Wednesday 3 March 2021, Chancellor Rishi Sunak announced a further extension of the CJRS scheme until the end of September 2021. This means both full-time furloughing as well as flexible furloughing continue to be permitted until 30 September.

 

Please note that the scheme will be subject to a return of last summer’s tapering provisions which means employers must contribute 10% in July and 20% in August and September towards the hours their employees do not work and this includes Employer National Insurance and pension contributions.

 

For any customers looking to use the scheme from 1st May onwards we will be in touch as soon as HMRC have released specific scheme details.

Can Nannies still come to work after the 3rd National Lockdown announced 4th January 2021? add remove

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

What financial support is there for working parents? add remove

HMRC and DfE have recently announced that working parents who receive support through a Government COVID-19 related support scheme (such as the Coronavirus Job Retention Scheme or Self-Employment Income Support Scheme) will still be eligible for childcare support through Tax-Free Childcare (TFC) and 30 hours free Childcare, even if they or their partner’s income falls below the normal minimum requirement.

 

This support will align with the duration of the schemes. Additionally, critical workers that have worked extra hours because of the pandemic will still be eligible for childcare support if they or their partner’s income goes over the £100,000 upper threshold in the current tax year (March 2020-2021).

 

Working parents already using TFC across the UK and/or 30 hours free childcare in England are encouraged to re-confirm their eligibility as normal.

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

Current Government guidance on Covid-19 can be found here . If 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.

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

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.

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

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.

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

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.

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

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 from the government and will update our FAQs as we receive this.

What happens if my employee is leaving but is currently furloughed? add remove

If your nanny is leaving your employment but is currently furloughed, then we will process all the final documentation as normal.

 

However, please note that from December 2020 HMRC no longer allow claims to be made whilst employees are serving statutory or contractual notice. This means that you will need to pay your employee a 100% of their usual pay for this period and cannot claim furlough against this.

Are all nanny employers able to utilise the Coronavirus Job Retention Scheme? add remove

If you wish to furlough your nanny and make claims through CJRS for periods up until the 30 April 2021, your nanny must have been on PAYE payroll on or before midnight on 30 October 2020.

 

From the 1 May 2021, employers will be able to claim for employees who were on employers’ PAYE payroll on or before 2 March 2021. This is in line with the announced extension of CJRS until the end of September 2021

 

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.

 

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.
Are nannies eligible to receive the Covid-19 vaccination? add remove

NHS England have published specific guidance on who the COVID-19 vaccine is currently being offered too. This is currently:

  • people aged 65 and over
  • people who are at high risk from coronavirus (clinically extremely vulnerable)
  • people who are at moderate risk from coronavirus (clinically vulnerable)
  • people who live or work in care homes
  • health and social care workers

 

NHS England have also published specific guidance on how social care workers will be able to use the service, as well as reiterating the guidance set out in the Public Health England’s Green Book on social care workers who are eligible as ‘frontline healthcare staff’.

 

These guidelines state that any social care workers working with children, including childminders, nannies and nursery workers, are not eligible to receiving a priority vaccination unless they work with children with an underlying health condition that could lead to greater risk of disease or mortality. For the most up to date information and guidance we advise you visit the NHS website.

My nanny or I have tested positive for Covid-19, what do we do? add remove

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)
  • Those who have been advised to self-isolate on medical advice or following contact by the track and trace service can get Statutory Sick Pay (SSP). Under the coronavirus job retention scheme staff could not be furloughed while on SSP, but they could be furloughed once they are no longer receiving it.

 

Employees who were highly clinically vulnerable or shielding in line with public health guidance (or needed to stay home with someone who is highly clinically vulnerable) could be furloughed if they are unable to work from home

 

If you want to furlough your employee and claim the CJRS grant, please head to our furlough portal and follow the steps accordingly.

 

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.

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

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).

How often should I claim for funding through the CJRS? add remove

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.

 

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 February 2021 must be submitted by 15 March 2021
  • Claims for March 2021 must be submitted by 14 April 2021
  • Claims for April 2021 must be submitted by 14th May 2021
  • Claims for May 2021 must be submitted by 14th June 2021
  • Claims for June 2021 must be submitted by 14th July 2021
  • Claims for July 2021 must be submitted by 16th August 2021
  • Claims for August 2021 must be submitted by 14th September 2021
What support is being provided and employer costs as part of the updated CJRS? add remove

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.

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

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 has now is now been extended, the policy intent of the JRB no longer applies.

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? add remove

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.
  • Employers will 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%? add remove

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? add remove

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 nannytaxhr@wardwilliams.co.uk.

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

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 would 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? add remove

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; 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.

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? add remove

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.

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

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 if an employee’s 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? add remove

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.

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

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 covid19queries@nannytax.co.uk.

Who processes the Coronavirus Job Retention Scheme application? add remove

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? add remove

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.

The calculations on my employee’s payslip differ from figures on the HMRC calculator. Which one should I base my claim off? add remove

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.

3. Redundancy

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

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 if 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? add remove

No, you will need to fund any redundancy related payment yourself. Please email NannyTax HR at nannytaxhr@wardwilliams.co.uk who will be able to talk you through the process and provide you with the correct documentation.

Is my employee entitled to redundancy pay? add remove

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? add remove

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 weeks’ pay for each full year they were 41 or older.

What redundancy pay is my furloughed employee entitled to? add remove

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 nannytaxhr@wardwilliams.co.uk, 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? add remove

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? add remove

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? add remove

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)

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

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

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.

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

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

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

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

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 nanny’s isolation period, you may take on another employee 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.

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

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 employee for the claim period – this should not exceed the weekly rate that is set – this information can be found on your employee’s 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.

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

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

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

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

How does sick pay (SSP) work with coronavirus? add remove

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)

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

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? add remove

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.

Who is liable for sick pay (SSP)? add remove

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.

5. Other Coronavirus Related FAQs

What if my employee is on maternity leave? add remove

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

Does an employee still accrue holiday whilst on furlough or whilst under the Job Support Scheme? add remove

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 up 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? add remove

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

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 instalments 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.

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

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. add remove

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? add remove

If your employee isn’t showing up in the Furlough Portal, you should email us at covid19queries@nannytax.co.uk 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? add remove

If your employee isn’t showing up in the Furlough Portal, you should email us at covid19queries@nannytax.co.uk 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? add remove

Please email covid19queries@nannytax.co.uk 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? add remove

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? add remove

When originally announced, the Job Support Scheme 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 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.

 

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

Who is eligible for the new Job Support Scheme? add remove

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.
  • 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? add remove
  • 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? add remove

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? add remove

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.