[Your Name]
[Your Address]
[City, Postal Code]
[Email Address]
[Phone Number]
[Date]
[Employer’s Name]
[Company Name]
[Company Address]
[City, Postal Code]
Subject: Furlough Leave Request under the Coronavirus Job Retention Scheme
Dear [Employer’s Name],
I trust this letter finds you well. I am writing to formally request Furlough Leave under the Coronavirus Job Retention Scheme (CJRS) in accordance with the laws of England and Wales.
Due to the ongoing impact of the COVID-19 pandemic, I find myself facing [briefly explain the reason for the furlough, such as reduced workload, business closures, etc.]. As a result, I believe that I meet the eligibility criteria for furlough as outlined in the government guidelines.
I understand that the CJRS allows employers to temporarily furlough employees, enabling them to claim a grant to cover a percentage of the employee’s usual monthly wage. I am keen to cooperate with this process to ensure the continued success of [Company Name] and to navigate these challenging times together.
The proposed period of furlough leave will be from [start date] to [end date]. I believe this timeframe aligns with the current circumstances and will allow me to resume my regular duties promptly upon your instruction.
I kindly request that you provide written confirmation of my furlough status, including details of the agreed-upon terms and conditions, as well as the percentage of my usual monthly wage that will be covered under the CJRS.
Please feel free to reach out if you require any additional information or documentation to support this request. I am committed to maintaining open lines of communication and working collaboratively to ensure the smooth implementation of the furlough arrangement.
Thank you for your understanding and support during these unprecedented times. I look forward to your prompt response and to the resumption of normal business activities in the near future.
Yours sincerely,
[Your Name]
What is the Coronavirus Job Retention Scheme (CJRS)?
The CJRS is a government initiative designed to support employers and employees during the COVID-19 pandemic by providing financial assistance to retain employees while businesses are affected.
Who is eligible for Furlough Leave under the CJRS?
Employees who were on the payroll on or before [specific date] and have been adversely affected by the COVID-19 crisis, making it necessary for them to be furloughed, are generally eligible.
How does the furlough scheme work?
Employers can temporarily designate employees as furloughed, during which time the government provides financial support to cover a percentage of the employee’s usual monthly wage.
Can an employee request Furlough Leave under the CJRS?
Yes, employees can request to be placed on furlough if they meet the eligibility criteria, and their employer has chosen to participate in the CJRS.
What is the duration of Furlough Leave under the CJRS?
Furlough can be for a minimum of three consecutive weeks, and there is flexibility for employers to rotate employees on and off furlough.
How much of the employee’s wage is covered under the CJRS?
The government typically covers a percentage of the employee’s usual monthly wage, up to a specified cap. The employer may choose to top up the remaining portion.
Can employees work while on Furlough Leave?
No, employees cannot carry out any work for their employer during the furlough period. However, they may undertake training or volunteer work.
What is the process for requesting Furlough Leave?
Employees can formally request Furlough Leave in writing, specifying the start and end dates, and outlining the reasons for the request. Employers should respond promptly.
Is Furlough Leave a guaranteed right for eligible employees?
While eligible employees have the right to request furlough, the decision ultimately rests with the employer. Employers should consider the business needs and operational requirements.
How is Furlough Leave impacted by changing circumstances or government guidelines?
The CJRS is subject to updates and changes based on government decisions. Employers and employees should stay informed about the latest guidelines and adapt their plans accordingly.
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