What does flexible furloughing mean?

Updated: Jan 22

Since 1 July 2020, businesses have have the flexibility to bring previously furloughed employees back to work on a part-time basis – with the Government continuing to pay 80% of wages for any of their normal hours they do not work.

Businesses can decide the hours and shift patterns that their employees will work upon their return and will be responsible for paying their wages in full while working. This means that employees can work as much or as little as your business needs, with no minimum time that you can furlough staff for.

Any working hours arrangement that you agree with your employee must cover at least one week and be confirmed to the employee in writing.

When claiming the Coronavirus Job Retention Scheme (CJRS) grant for furloughed hours, you will report and claim for a minimum period of a week. Businesses can choose to make claims for longer periods such as on monthly or two-weekly cycles if this is more appropriate.

You will be required to submit data on the usual hours an employee would be expected to work in a claim period as well as actual hours worked.

If your employees are unable to return to work, or you do not have work for them to do, they can remain on furlough and you can continue to claim the grant for their full hours under the existing rules.

Guidance and support

Further support on how to calculate claims with the extra flexibility is constantly being made available by the Government we will keep you informed about the detail and your written requirements in due course. If you have any questions, please contact us.