Last reviewed 6 November 2020
These FAQs explain the rules of the Scheme as it was originally intended.
The Job Support Scheme had been due to come into effect from 1 November 2020, however, its commencement has now been postponed indefinitely, as the Job Retention Scheme has been extended until the end of March 2021. As such, it is currently unknown whether or not the Scheme will be used and, it if is used, whether it will be adjusted from the original plans.
Employers who had planned on using the Job Support Scheme are likely to qualify for wage assistance under the extended Job Retention Scheme. For an up to date explanation of how the Job Retention Scheme will work from November 2020 including important changes to previous rules, see our article Extended Job Retention Scheme (Furlough) FAQs (November 2020 onwards).
What is the Job Support Scheme?
On 24 September 2020, the Chancellor, Rishi Sunak, announced his Winter Economy Plan designed to protect jobs and support businesses over the coming months. As part of the Plan, the Chancellor announced the Job Support Scheme (JSS) which will replace the Job Retention Scheme (JRS).
The Job Retention Scheme has been in place since March 2020 to provide wage assistance to employers who were unable to provide work to their employees because of the impact of Covid-19, and to avoid redundancies. Employers could claim up to 80% of an employee’s wages if the employee was unable to work at all, or if they were able to work only a portion of their normal working hours.
Although the JSS will still provide some wage cover to help employers, its aim is to help employers who can support employees doing some work but need more time to recover. This highlights the main difference to the JRS; the JSS will not provide wage assistance for an employee who is doing no work at all.
On 9 October 2020, the Chancellor announced an expansion to the original JSS which will provide different wage cover arrangements for businesses that are legally required to close due to local (or possibly national) lockdown over the winter months. The two elements of the JSS have been named JSS (Open) where the business is not required to close, and JSS (Closed) where closure is a legal requirement. You can read more about the “Closed” version of the JSS at the end of this guidance note.
On 22 October 2020, the Chancellor announced further changes to the element of the JSS (Open). These changes were designed to protect more jobs by increasing the scope of businesses that could apply to the JSS and increasing the amount of wage grant.
Which employers can use the JSS (Open)?
Employers of any size with a UK bank account and UK PAYE schemes will be able to use the JSS (Open) but large businesses (those with 250 or more employees) will have to meet a financial assessment test to show that their turnover has stayed level or is lower now than before experiencing difficulties from Covid-19. The Government expects that large businesses using the JSS will not be making capital distributions, eg dividend payments or share buybacks, whilst accessing the JSS grant.
As with the Job Retention Scheme, organisations which are fully publicly funded are not expected to use the JSS (Open). Those who are partially publicly funded are eligible where their private revenue has been disrupted.
The Scheme is open to employers who have not previously used the Job Retention Scheme to furlough employees, as well as those who have. An employee being placed into the JSS does not need to have been furloughed before.
The Chancellor has confirmed that employers using the JSS (Open) can still claim the Job Retention Bonus, which will provide employers with £1000 for each furloughed employee they continue to employ until the end of January 2021 who also meets other criteria. For more information on the Job Retention Bonus, please click here.
Which employees can be placed on the JSS (Open)?
An employee to be entered into the JSS must be on an employer’s PAYE payroll between 6 April 2019 and 23:59 on 23 September 2020 which means that a Real Time Information (RTI) submission notifying payment to the employee to HMRC must have been made on or before 23 September 2020.
The Scheme is intended to protect “viable” jobs in businesses which are facing lower demand over the winter months due to Covid-19. The JSS (Open) will only support those who are working fewer hours than normal; not those who are working no hours.
A key criterion to gaining access to the JSS (Open) is a minimum level of working hours: employees must work for at least one-fifth (20%) of their normal working hours.
Reduced hours working arrangements will need to be agreed with employees (or unions) and notified to them in writing. HMRC may ask for sight of the agreement. In a departure from the JRS, employees cannot be given notice of redundancy or made redundant during the period which the employer is claiming from the JSS for that employee.
What are the wage arrangements for an employee on the scheme?
An employee’s wages, when on the JSS (Open), will be funded partly by the employer and partly by the Government.
Employers need to pay employees for the hours they work, which must be at least one-fifth (20%) of their normal working hours. The employer must also pay the employee’s wages for 5% of the “unworked hours” — ie the hours the employee would normally work, but is not working, to a maximum of £125 per month.
The Government will provide a grant to cover 61.67% of pay for the unworked hours up to a maximum cap of £1541.75 per month. The employer’s contribution of pay for hours not worked is not subject to a cap. This means that all employees on the JSS (Open) will continue to earn at least 73% of their normal wages, where the contribution has not been capped.
Determining what an employee’s normal wages/hours are will be done in a similar way to that required under the Job Retention Scheme and the Government will provide further details on this. Normal wages/hours for employees who have been furloughed will be their underlying wages and hours, rather than those which applied during furlough.
The JSS (Open) will not cover employer National Insurance contributions or pension contributions for the elements of pay the employer is responsible for; employers will remain liable for these.
An employee normally works five days a week and earns £1400 per month. Under the JSS (Open), they work 20% of normal working hour. The percentage of hours lost is 80% (worth £1120). The employer pays £280 for hours worked, and a further £59 (5% of the unworked hours). The Government will pay £691 (61.67% of the unworked hours). The employee receives £1027 in total per month.
The employer will also pay NICs and auto enrolment pension contributions on their payments.
Once the employee is in the JSS (Open), do they have to stay in it?
No. Government guidance confirms that employees can cycle on and off the scheme. There is also no requirement for the employee, once in the JSS(Open), to work the same number of hours each month (provided any changes do not fall below the minimum working hours requirement).
However, each reduced hours working arrangement must last for at least seven days.
How will I receive the funds?
Guidance confirms that JSS (Open) grants will be paid in arrears to reimburse the employer for the Government’s contribution.
Claims can only be submitted in respect of a wage costs actually incurred in given pay period after payment to the employee has been made and that payment has been reported to HMRC via an RTI submission.
Claims can be made online from December 2020 and reimbursement will be made on a monthly basis.
Job Support Scheme (Closed)
As the JSS (Open) includes a minimum working hours threshold, it cannot be used by any employer which has fewer working hours to offer, or those who cannot offer any work. As a response to the increase in Covid-19 cases seen in early autumn, the Scottish Government announced, on 7 October 2020, that a large number of businesses in the hospitality industry in the “central belt” of Scotland were required to close from 9 October to 25 October 2020 to prevent further spread.
The Chancellor confirmed that the JSS will be expanded to offer wage assistance to those businesses which are required, under lockdown procedures, to temporarily close their business. The hospitality sector (pubs, bars, restaurants) will be the most heavily affected sector, but closures have also affected, amongst other businesses, casinos and betting shops. Some businesses, for example, nightclubs, have been under enforced closure since March 2020.
The expansion will offer assistance to businesses which cannot offer any work to their employees but, from November 2020, are unable to use the Job Retention Scheme because of its closure and are also unable to use the JSS (Open) due to their inability to meet the minimum working hours threshold.
Businesses which are not legally required to close will not be able to use the JSS (Closed); they will need to use the JSS (Open)which requires a third of working hours to be performed.
From 1 November 2020, businesses across the UK which are legally required to close as part of a lockdown will receive wage assistance through the expanded JSS for employees who are off work for a minimum of seven calendar days and are instructed by their employer to cease work for the period in question. “Closure” includes businesses whose premises are restricted to delivery or collection only services.
The key elements of the Job Support Scheme are as follows.
The “JSS (Closed) ” will run for six months, however, a review has been planned for January 2021.
In line with the Job Support Scheme (Open), it is not necessary that the employer has previously used the Job Retention Scheme in order to claim from the Job Support Scheme (Premises Closure). In the event that the employer has used the Job Retention Scheme to furlough employees, it can place an employee into the Job Support Scheme (Premises Closure) who was not previously furloughed.
Employers must agree entry into this scheme with employees, making contractual changes with the employee by agreement and notifying the employee in writing. HMRC may ask to see the agreement.
The Government will pay two thirds of each employees’ salary (or 67%), up to a maximum of £2100 a month.
Employers will not be required to contribute towards wages but will have to cover NICs and pension contributions.
To be eligible, employees must be employed by the employer making the claim and a RTI submission notifying payment in respect of that employee to HMRC must have been made on or before 23 September 2020. Those who were employed before this date but had not been paid by then will be excluded.
Employers will make wage claims via an HMRC online portal which will be available from early December.
Claims must not overlap and must be made monthly in arrears.
Payments to employers will be made monthly in arrears.
Employees cannot be given notice of redundancy or made redundant during the period which the employer is claiming from the JSS (Premises Closure) for that employee.
Employers using the Job Support Scheme (Premises Closure) can still claim the Job Retention Bonus for employees brought back from furlough under the Job Retention Scheme. Grants received under this Scheme can help to meet the minimum income threshold required for eligibility to claim the Bonus.
Businesses which are required to close as a result of specific workplace outbreaks by local public health authorities are not eligible for the scheme.
Unlike the Job Support Scheme (Open), the Closed version does not require larger businesses to undergo a financial assessment before being authorised to use it. However, guidance says that the Government does not expect large employers using this version of the JSS to make capital distributions, such as dividend payments or share buybacks, while accessing the grant.
Once a business which has been required to close is permitted to open again, it will be able to use the Job Support Scheme (Open) if appropriate for eligible employees, ie to offer a minimum of one-fifth (20%) of working hours and receive the assistance set out above.
HMRC intends to publish the name of employers who have used the scheme.