There are a number of factors to consider with working out which employees (if any) are suitable for this payment. This is a list of what to look for when considering each of your staff for inclusion.
What makes an eligible Employee – some general thoughts:
- They had to have been in your businesses’ employment as at the 1st of March 2020 (even if since stood down or re-hired)
- They need to be STILL employed since then.
- Were 16 or older as at 1st March 2020
- Are an Australian Citizen OR hold a permanent visa OR a special category visa (subclass 444) as at 1st March 2020
- Are a permanent employee
- Are a casual employee who has been regularly employed for longer than 12 months as at 1st March 2020 AND who is not a permanent employee elsewhere.
- They are not receiving Job Keeper payments from another employer.
- They are not apprentices that come under the ‘Supporting Apprentices and Trainees Measure’ that is running from 1st January 2020 to 31st March 2020. No Job Keeper payments are available for these employees post completion of support subsidy.
- You have paid them a minimum of $1,500 in a fortnight during the eligible period (which starts 30th March 2020). Note if you normally do not pay them this much you are expected to top up their payment. More information in regards to how you top up their pay will be released by the Government later on. You are not obliged to top up their wages but if you chose not to – you will not receive job seeker reimbursement payments for that employee.
- You can re-hire an employee that you had on the books as at 1st March 2020 and then stand them down. You will need to pay them $1,500 per fortnight whilst stood down but this will be reimbursed via Job Keeper payments. The point is they may be stood down – but they are STILL EMPLOYED.
- Employees who are paid their wages in salary sacrifice arrangements (such as all their wage is paid to superannuation for them) are considered eligible. It is up to the employee and employer to agree how the Job keeper payment shall be made to the employee (eg: paid in cash instead of continuing the salary sacrifice arrangement)
- If the employee is incapacitated and being paid through workers compensation they will not be eligible until the works compensation payments have stopped.
- For the period that an employee is currently receiving Parental Leave Pay or Dad and Partner Pay – they will not be eligible for Job Keeper payments.