CJRS for 'Promoted' employee

Calculating CJRS for former Apprentice whose pay rose last Oct

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I have a chap who up until Aug 2020 was an apprentice carpenter earning £1000 / month. He was furloughed a few times during Mar / Apr / May and is being furloughed again in Jan. However, last Sept following his qualifying he was promoted into the role of carpenter and his pay rose by £600 / month. He is now expecting 80% of £1600 however the govt calculator is pegging it back to his pay before March 19th 2020.

As far as I can see had he been taken on in Oct 2020 he would be entitled to 80% of £1600 ?

Anyone any experience of dealing with these sorts of changes in pay ?

Replies (7)

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By Paul Crowley
14th Jan 2021 19:04

The system protects jobs as at Feb 20
And new jobs as of Sept 20
Payday 31 Oct not protected

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Replying to Paul Crowley:
Alex
By scurlage
14th Jan 2021 19:16

Thanks, that is what I had figured. Shame too as if he had been laid off and re-hired it would be different. I can see it being hard to explain to said carpenter that he only gets 80% of his apprentice salary.

I am reminded of that great accountant Mike Tyson who once said " Everyone knows the CJRS Rules backward until they have a punch in the mouth off a disgruntled carpenter "

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By Wanderer
15th Jan 2021 05:04

scurlage wrote:

As far as I can see had he been taken on in Oct 2020 he would be entitled to 80% of £1600 ?

The employee is not entitled to anything under the CJRS rules.

The amount of any pay whilst furloughed is a matter for agreement between the employer and employee.

The amount that the employer can claim under the CJRS rules is between the employer and the Treasury.

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By piggybank
15th Jan 2021 07:31

Hi,
I don’t know anything about apprentices, but just wonder how the contracts are between the employer and the apprentice. Are you guaranteed onwards work after you qualify, or is there a new contract in place between a qualified employee and the employer? If that’s the case, can you argue a new employment?

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Replying to piggybank:
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By zebaa
15th Jan 2021 09:22

It depends on his employment contract; some are under industry agreed terms, where a board made up of employers ( builders ) and union reps agree on terms and conditions. These can run for up to 50 pages if you include all the tables & include things like mileage rates, lodging, tool benefits, pensions - and so on.

The idea behind it was that in time of skilled labour shortage, men would not be 'poached' by other firms, but would have some security when there was a glut of skilled men.

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Replying to piggybank:
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By Youareatit
15th Jan 2021 09:48

I thought that was what Rebecca B suggested, if I recall it was a similar (ish) scenario.

Anyone know if she changed her mind?

OP - worth going back through the video.

Thanks (1)
Replying to piggybank:
Alex
By scurlage
15th Jan 2021 09:45

No, they are not guaranteed work on going. It is a fixed term of two years. Under the contract agreed between the employer, the CITB and the apprentice their training / job ends when they qualify. Some firms take some of their qualified apprentices on but not all by any means

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