1-20 of 553 results for subject:Quarantine
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To ask the Chancellor of the Exchequer, what recent discussions he had with officials in his Department on the potential merits of expanding the Coronavirus Job Retention Scheme to include people who are self-isolating.
To ask the Chancellor of the Exchequer, what recent discussions he had with officials in his Department on the potential merits of expanding the Coronavirus Job Retention Scheme to include people who are self-isolating.
It has always been clear that the Coronavirus Job Retention Scheme is designed to protect jobs. HMRC guidance has been clear from the start that the scheme is not intended for short term absences from work due to sickness, and self-isolation should not be a consideration for employers when deciding if they should furlough an employee. The Government has specific, separate support in place for those self-isolating and has always been clear that businesses should support staff who are self isolating to work at home where possible.
An extensive support package is in place for those self-isolating due to coronavirus including help for those on low incomes through the Test and Trace Support Payment scheme, where eligible individuals unable to work from home can receive a £500 one off payment, as well as Statutory Sick Pay being payable from Day 1. If an employer wants to furlough an employee for business reasons and they are currently off sick, then they are eligible to do so as with other employees. This has been set out in guidance since April last year.
To ask the Chancellor of the Exchequer, what recent estimate he has made of the number of businesses who were aware that the Coronavirus Job Retention Scheme could also be used to cover self-isolation of employees.
To ask the Chancellor of the Exchequer, what recent estimate he has made of the number of businesses who were aware that the Coronavirus Job Retention Scheme could also be used to cover self-isolation of employees.
No such estimate has been made.
The Coronavirus Job Retention Scheme is not to be used simply because of short-term absences from work due to sickness or self-isolation.
Where an employee is on sick leave or self-isolating as a result of coronavirus, the rules in relation to Statutory Sick Pay apply.
Conversely, an employee is eligible for CJRS if they are unable to work because they are Clinically Extremely Vulnerable or are in the equivalent highest-risk group for severe illness from coronavirus, and following the public health guidance.
These rules have been in place and clearly reflected in all versions of the guidance, since March 2020.
To ask the Chancellor of the Exchequer, what estimate he has made of the number of businesses who claimed on the Coronavirus Job Retention Scheme to cover self-isolation of employees with covid-19.
To ask the Chancellor of the Exchequer, what estimate he has made of the number of businesses who claimed on the Coronavirus Job Retention Scheme to cover self-isolation of employees with covid-19.
The information requested is not available.
HM Revenue and Customs neither collect nor hold data on the reasons that eligible employers make claims through the Coronavirus Job Retention Scheme.
The Coronavirus Job Retention Scheme is not to be used simply because of short-term absences from work due to sickness or self-isolation.
Where an employee is on sick leave or self-isolating as a result of coronavirus, the rules in relation to Statutory Sick Pay apply.
Conversely, an employee is eligible for CJRS if they are unable to work because they are Clinically Extremely Vulnerable or are in the equivalent highest-risk group for severe illness from coronavirus, and following the public health guidance.
These rules have been in place and clearly reflected in all versions of the guidance, since March 2020.
To ask the Chancellor of the Exchequer, for what reason his Department did not widely publicise that the Coronavirus Job Retention Scheme could be used by employees who were self-isolating due to covid-19.
To ask the Chancellor of the Exchequer, for what reason his Department did not widely publicise that the Coronavirus Job Retention Scheme could be used by employees who were self-isolating due to covid-19.
It has always been clear that the Coronavirus Job Retention Scheme is designed to protect jobs. HMRC guidance has been clear from the start that the scheme is not intended for short term absences from work due to sickness, and self-isolation should not be a consideration for employers when deciding if they should furlough an employee. The Government has specific, separate support in place for those self-isolating and has always been clear that businesses should support staff who are self isolating to work at home where possible.
An extensive support package is in place for those self-isolating due to coronavirus including help for those on low incomes through the Test and Trace Support Payment scheme, where eligible individuals unable to work from home can receive a £500 one off payment, as well as Statutory Sick Pay being payable from Day 1. If an employer wants to furlough an employee for business reasons and they are currently off sick, then they are eligible to do so as with other employees. This has been set out in guidance since April last year.
To ask the Chancellor of the Exchequer, what estimate he has made of the (a) number of businesses that did not claim for self-isolating employees on the Coronavirus Job Retention Scheme and (b) savings were to the public purse as a result of those non-claims.
To ask the Chancellor of the Exchequer, what estimate he has made of the (a) number of businesses that did not claim for self-isolating employees on the Coronavirus Job Retention Scheme and (b) savings were to the public purse as a result of those non-claims.
The information requested is not available.
HM Revenue and Customs neither collect nor hold data on the reasons that eligible employers make claims through the Coronavirus Job Retention Scheme.
The Coronavirus Job Retention Scheme is not to be used simply because of short-term absences from work due to sickness or self-isolation.
Where an employee is on sick leave or self-isolating as a result of coronavirus, the rules in relation to Statutory Sick Pay apply.
Conversely, an employee is eligible for CJRS if they are unable to work because they are Clinically Extremely Vulnerable or are in the equivalent highest-risk group for severe illness from coronavirus, and following the public health guidance.
These rules have been in place and clearly reflected in all versions of the guidance, since March 2020.
To ask the Chancellor of the Exchequer, what estimate he has made of the number of (a) successful and (b) total applications to the Coronavirus Job Retention Scheme for temporary furloughing of staff due to covid-19 self-isolation in each month to date; and if he will make a statement.
To ask the Chancellor of the Exchequer, what estimate he has made of the number of (a) successful and (b) total applications to the Coronavirus Job Retention Scheme for temporary furloughing of staff due to covid-19 self-isolation in each month to date; and if he will make a statement.
The information requested is not available.
HM Revenue and Customs neither collect nor hold data on the reasons that eligible employers make claims through the Coronavirus Job Retention Scheme.
The Coronavirus Job Retention Scheme is not to be used simply because of short-term absences from work due to sickness or self-isolation.
Where an employee is on sick leave or self-isolating as a result of coronavirus, the rules in relation to Statutory Sick Pay apply.
Conversely, an employee is eligible for CJRS if they are unable to work because they are Clinically Extremely Vulnerable or are in the equivalent highest-risk group for severe illness from coronavirus, and following the public health guidance.
These rules have been in place and clearly reflected in all versions of the guidance, since March 2020.
To ask the Chancellor of the Exchequer, what communications he has received as at 17 June 2021 from Ministerial colleagues in (a) the Treasury and (b) other Government departments requesting that guidance be updated to reflect that the Coronavirus Job Retention Scheme can be used to provide financial support to...
To ask the Chancellor of the Exchequer, what communications he has received as at 17 June 2021 from Ministerial colleagues in (a) the Treasury and (b) other Government departments requesting that guidance be updated to reflect that the Coronavirus Job Retention Scheme can be used to provide financial support to...
It has always been clear that the Coronavirus Job Retention Scheme is designed to protect jobs. HMRC guidance has been clear from the start that the scheme is not intended for short term absences from work due to sickness, and self-isolation should not be a consideration for employers when deciding if they should furlough an employee. The Government has specific, separate support in place for those self-isolating and has always been clear that businesses should support staff who are self isolating to work at home where possible.
An extensive support package is in place for those self-isolating due to coronavirus including help for those on low incomes through the Test and Trace Support Payment scheme, where eligible individuals unable to work from home can receive a £500 one off payment, as well as Statutory Sick Pay being payable from Day 1. If an employer wants to furlough an employee for business reasons and they are currently off sick, then they are eligible to do so as with other employees. This has been set out in guidance since April last year.
To ask the Secretary of State for Education, what discussions he has had with the Chancellor of the Exchequer on the potential merits of enabling private nurseries and early year providers to furlough staff who need to self-isolate for the period of that isolation.
To ask the Secretary of State for Education, what discussions he has had with the Chancellor of the Exchequer on the potential merits of enabling private nurseries and early year providers to furlough staff who need to self-isolate for the period of that isolation.
During the COVID-19 outbreak, we have provided unprecedented support to the early years sector, making grants and loans available and ensuring early years providers can access the Coronavirus Job Retention Scheme (CJRS) for their non-government funded income, and that childminders can access the Self-Employment Income Support Scheme.
If an employee is on sick leave or self-isolating as a result of COVID-19, they may be able to get help with Statutory Sick Pay, guidance for which is available here: https://www.gov.uk/statutory-sick-pay. The CJRS is not intended for short-term absences from work due to sickness: https://www.gov.uk/guidance/check-if-you-could-be-covered-by-the-coronavirus-job-retention-scheme. Short term illness or self-isolation should not be a consideration in deciding whether to furlough an employee. If, however, employers want to furlough employees for business reasons and they are currently off sick, they are eligible to do so, as with other employees. In these cases, the employee should no longer receive sick pay and would be classified as a furloughed employee.
We continue to work with the early years sector to understand how they can best be supported to ensure that sufficient safe, appropriate and affordable childcare is available to those who need it now, and for all families who need it in the longer term.
Statement on coronavirus.
Statement on coronavirus.