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Newsletter                                         September  2021

   

Welcome to our September newsletter!
  

Furlough


The furlough scheme is drawing to a close with the final date being 30th September 2021.

For September, the Government contribution to wages for hours not worked is 60% up to £1,875. The employer must pay employer National Insurance contributions and pension contributions and 20% of wages for hours not worked up to £625. This means for hours not worked the employee receives 80% of their full time equivalent wages, up to £2,500 per month. Employers can choose to top up their employees’ wages above the 80% total and £2,500 cap for the hours not worked, at their own expense.


Vaccinations & Track and Trace

In Wales from the 7th of August if you’re fully vaccinated or under 18, you will not need to self-isolate after close contact with someone who has COVID-19. You’ll still need to take a PCR test. Everyone must still isolate for 10 days if they have tested positive for COVID-19.

In Scotland from the 9th of August adults identified as close contacts of someone who has tested positive for COVID-19 will also no longer be automatically required to self-isolate if double vaccinated. The same conditions will also apply to anyone aged between 5 and 17 years old, even if they have not been vaccinated. The requirement to take a PCR test will not apply to children under the age of five.

In England from the 16th of August those who have been fully vaccinated and those under 18 years old will no longer be required to self-isolate if they have been identified as a close contact of a positive COVID-19 case. Instead, they will need to get a PCR test. If they then test positive, they will need to isolate accordingly.

In Northern Ireland from the 16th of August, you will also not be required to self-isolate after being identified as a close contact with someone who has COVID-19. However, you still need to take PCR tests and self-isolate if positive, or if you have symptoms.

Remember to amend your policies to reflect if required and communicate this to your teams.


Back to School

With the new school year just starting, the legislation is very different to what it was for the previous school year, details of which we have outlined below.

Secondary pupils in England will be tested twice on the school grounds before the start of lessons.

After that, pupils and staff will be told to test themselves at home twice a week throughout September. This could continue beyond September but it is being reviewed.

Face masks are not required in primary schools and nurseries and were axed in secondary schools’ last term.


‘Bubbles’ have also been axed. Close contacts will now be identified via NHS Test and Trace, so schools themselves no longer have to notify those in close contact. However, the guidance says school contacts will only be traced if someone “specifically identifies the individual as being a close contact”.


Shielding has been paused so all shielding children and staff can go to school. But should a new variant or outbreak arise, ministers can agree to reintroduce shielding.

All children aged 16 and 17 are able to get the vaccine and are being encouraged to get their first dose before the start of the Autumn term, this can be done without parental consent.


Currently only vulnerable children aged 12 to 15 are able to get the vaccine. The Government are in talks about it being introduced for all children within this age group.

These changes will hopefully have and impact on the number of children isolating at home which will increase the number of employees able to return to work.


Returning to Work Safely


In England, the government is no longer instructing people to work from home if they can, so employers can start to plan a return to workplaces. During this period, the government expects and recommends a gradual return. You should discuss the timing and phasing of a return with your workers.


This can be worrying and unsettling for some employees due to a change to their working schedule and environment. However, businesses still have a legal duty to manage risks by carrying out a health and safety risk assessment, including the risk of COVID-19, and to take reasonable steps to mitigate the risks in the workplace/setting and those risks identified by employees. Employers and others must continue to follow statutory health and safety requirements. This should reassure employees that the workplace is safe for them to return with minimal risk.


COVID Risk Assessments


It is important for all companies to ensure their COVID risk assessments are reviewed on a regular basis to incorporate any changes that happen within the organisation and the Government guidelines are adhered to.


   
   
     
   

National Insurance Contributions

On 7th September, the Government announced tax changes to fund £12 billion a year spends on the NHS and social care UK wide.


National Insurance contributions (NICs) will increase by 1.25% for one year only for employees, employers and the self-employed from April 2022. From April 2023, a new ringfenced Health and Social Care Levy of 1.25% will be introduced which will apply and will also be extended to those over State Pension age who are in work. When the new levy comes into effect, National Insurance rates will revert back to current levels.


The levy will be collected through the Pay As You Earn and Income Tax Self-Assessment reporting and procedures.


From 2023-24, the contributions will need to appear as a separate item on payslips but where possible a generic message should be included on payslips for the next tax year (2022-23).


From April 2022, the government will also add 1.25% increase on the rate of income tax which is paid by people who receive dividend income from shares.

   
   
     
   

Performance Improvement

Due to the pandemic, you may have noticed a dip in performance from some of your employees. This could be down to many factors such as lack of motivation, working from home or sickness, all of which may be due to the Coronavirus pandemic. It is key to work with your employees to improve their performance so they can excel in their role.


Performance improvement is dedicated to accelerating skill development and advancing overall employee productivity. This is done by understanding organisational goals, creating, and implementing procedures for change, including training programs, and evaluating successes and any challenges.


To continue reading, visit our website here. 


You will also find many more blogs covering a wide range of informative and interesting topics.

     
   

Team news

Welcome to Graihagh, our new HR Consultant!
Graihagh has many years of HR experience and we are looking forward to working with her and introducing her to our clients.

   
     
   

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