Member Since: 15th Apr 2016
11th Aug 2020
Use WebRecruit - they are a sort of broker service. Also advertise locally in places where you might find someone who has a lot of experience but currently unemployed. Avoid recruiters if you can- it's an expensive route and they will not necessarily find you better candidates than you can through your own search. Better off paying their commission to the employee you have and can trust.
The redundancy point is correct but could be resolved if you can just redefine the role of the job description you need to demonstrate it is a different role. Expect the hassling employee may be looking elsewhere anyway.
On the other hand, if said employee is taking on a greater responsibility then it might be worth an incentive. If they add value it may not be a bad thing to consider it if you have someone you trust and can rely on. That is sometimes a price worth paying and employees in small companies are rarely up for pay reviews and so need to be more proactive in their career progression so rather than be annoyed by it, perhaps it should be a consideration. And look at alternatives like paying more into their pension scheme or offering healthcare.
It will be down to what you can afford to pay v cannot afford to lose. Either way it will cost you. I think if you've got a decent employee, I might be inclined to review their pay request and keep them rather than go through the exercise of trialing someone who may turn out to be less efficient.
16th Jul 2020
er, well most posters agreed on one thing - that the amounts involved in this context are too insignificant to make it an issue.
Seriously I think HMRC have bigger problems to worry about whilst they try to retrieve the bailout costs to the country than how mileage is rounded!
It would cost more in postage to send the letter and in any case would be extremely difficult to prove if a claim was 'inflated' in terms of rounding up mileage to the nearest mile!
Your clients will probably not thank you for spending your time (and their money) probing these sorts of minuscule details on expense claims.
15th Jul 2020
the amounts involved are petty cash - really would cost more in admin time to debate with clients than just to tally up - and most presumably would be expense reclaimed. It would be like asking for receipts for coffees paid with contactless - there won't be any but the amounts are so tiny they are irrelevant.
15th Jul 2020
Hard to prove whether a claim was slightly inaccurate surely. Driving around looking for a parking space can alter the figure.
17th Jun 2020
well it was rushed through - and then the consequences dealt with.
And anything too flexible would have probably been worse.
Whole thing was to avoid redundancies which might happen anyway when the furlough scheme ends. would have been better to simply have given companies the option to a percentage buffer of their payroll (capped based on number of employees) and let the company determine how they applied it - eg to workers on reduced hours, salary - but could have resulted in the company being able to manage its workforce rather than force out employees for 3 weeks plus - in order to qualify.
And in fact the OP gives an example of where furlough fails because you have an employee furloughed and on reduced income who still wants to work. Yet under the rules they can't.
17th Jun 2020
I don't think the OP states whether this is male or female.
And whilst the replies agree, it would be useful to point out conditions to said employee, that person presumably has accepted a contractual agreement to be furloughed and that volunteering would amount to a breach of their contract.
27th Mar 2020
the minimum period for Furlough in CJRS is three weeks. So you could over 3 months have a group furloughed for 3 weeks and then switch to another group as long as during the furlough period, they are not working at all.
But it is not a substitute for reduced working hours. it is strictly laid off without work and pay but designed to avoid redundancy. You can choose to top up the shortfall but do not have to. Furlough is subject to the usual deductions.
Unless there is a provision in contract, all employees will have to agree to be furloughed but given the alternative is likely to be redundancy, you'd imagine it would be the preference to accept.
From our pension advisors knowledge there does not currently appear to be clear info on pension deductions - though employees could themselves choose to leave the scheme and rejoin later. For employers, there is some vagueness about what is covered during furlough. Unless anyone here has heard differently.
9th Mar 2020
'IR35 is an utter, illconsidered bodge-job.'
totally agree - summed up in a sentence.
cost HMRC more in trying to prosecute and failing
5th Mar 2020
Who is responsible for the insurance?
over the £1k I think companies have to register with the FCA to operate under salary sacrifice. Even so £8.5k goes way beyond a realistic amount to buy it via the cycle to work scheme
28th Feb 2020
and what's he drinking? a double entry whisky or is he teeTOTAL?