CJRS V2

Treatment of overtime

Didn't find your answer?

If a flexible furloughed employee is contracted to work 35 hour per week (Mon-Fri) and works on a Saturday in July, this would normally be paid as overtime. However, since CJRS works on calendar days, does this Saturday work count as hours worked, to be deducted from 'normal hours' when calculating the claim?

Replies (2)

Please login or register to join the discussion.

Routemaster image
By tom123
14th Jul 2020 10:57

I would treat the hours as worked hours - which is what they are.
Pay at your usual rate (eg time and a half).

Thanks (0)
avatar
By Hugo Fair
15th Jul 2020 12:25

What is the issue here?
"If a flexible furloughed employee is contracted to work 35 hour per week (Mon-Fri) and works on a Saturday in July, this would normally be paid as overtime" ... but presumably it is only because the full 35 hours has also been worked that the 'extra' hours are deemed to be overtime.

For CJRS v2 to be relevant, this employee must be on some amount of furlough ... in which case the full 35 hours has not also been worked, and so the Saturday work is merely part of the contractual hours that have been worked. This is why the CJRS v2 rules quite clearly lead to the Saturday work being treated as 'hours worked' - thereby reducing the number of furloughed hours for which the employer can claim.

The rate at which the employer chooses to pay for any 'hours worked' is nothing to do with CJRS ... although personally I feel that the Saturday work was part of a flexi-time arrangement and not due a higher overtime rate (but they don't call me Scrooge for no reason)!

Thanks (1)