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CJRS, key points at April 30th plus furloughing, unfurloughing and reinstating former employees

There’s an enormous amount of information for employers flying around at the moment, so we thought it might be useful to take stock and sum up some of the most asked about aspects of furloughing, unfurloughing and the CJRS generally. This is not meant to be the definitive guide, just a summary of the things we’re currently being asked about most often. We have also included a revised list of .gov websites below.

3 weeks minimum furlough

If you’re thinking about unfurloughing staff, remember that unless they’ve been furloughed for 3 continuous weeks you won’t be able to claim back 80% of their normal wages from the CJRS. It’s ok to rotate staff who are furloughed, as long as each furloughed person serves a minimum 3 weeks on furlough.

Unfurloughing staff

If you’re thinking of bringing some staff back but not others you might like to read our article on how to unfurlough. Do make sure you create and keep copies of unfurlough letters for any future HMRC checks. For our article on the topic please click here.


Staff can take and be required to take holiday while on furlough leave, although employers will have to pay them full contractual holiday pay for holiday days taken. Employers can claim 80% of this through the CJRS for furloughed employees – check our latest updated guidance dated 30th April through this link.

Bank holidays

If staff are normally expected to take bank holidays as holidays, that can still apply for furloughed staff to the Easter holidays gone and the forthcoming May ones, providing full contractual pay is applied to those days. The same link updates on this topic.

Re-employing staff who left after 28th Feb or 19th March

Some ex-employees are stuck in limbo unable to find or start new employment having resigned or been made redundant after or between the 2 key CJRS dates of 28th Feb or 19th March, Subject to certain criteria, the CJRS permits the old employer to re-employ them. It’s important this is done in a way that minimises the employer’s risk however and to avoid making decisions to re-employ some but not others if that decision could give rise to discrimination claims. We’ve helped some of our clients do this, and our article has more information about how to do it, and what to be aware of – Click here.

Returning to work

Employers considering returning to work should be aware of the workplace social distancing requirements.  Many employers, including myHRdept, are considering a controlled return to the office, which in our case would mean having only 50% of the team present on any one day, allowing greater space for social distancing and better desk spacing. We will also provide facilities to sanitise desks and surrounding surfaces at the start and end of each day. websites

Remember, If it’s not on .gov….it’s not true! The following are a list of the official government websites for your information:

Employers look at the following .gov sites:

For a guide to the rules of the CJRS (furlough scheme) click here.

For a step by step guide to reclaiming furlough pay click here.

For wider support available for employers including loans, business rates etc. click here.

And for guidance on social distancing when you re-start your workplace click here.


Employees guidance for the CJRS can be found by clicking here.


And the self-employed should look at their equivalent scheme by clicking here.


If you’re thinking of outsourcing your HR or employment law needs, why not contact myHRdept? Call us on 01628 820515 to discuss your requirements or contact us and we’ll call you back.

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