COVID-19 Job Keeper Scheme Updates 08/04/2020

Ian Campbell • 20 April 2020
What is the JobKeeper scheme?
The JobKeeper scheme will help employers who qualify for the JobKeeper scheme retain staff during the downturn caused by the Coronavirus pandemic and support business recovery when conditions improve. 

JobKeeper payments are payable to qualifying employers for a maximum of 13 fortnights in respect of each eligible employee on their books on 1 March 2020 who is retained by the employer. 

Qualifying employers will receive a payment (fortnightly in arrears) of $1,500 per fortnight for each eligible employee. 

Summary of the Job Keeper terms and conditions
Changes to the Fair Work Act 2009 will temporarily enable employers whom qualify for the JobKeeper allowance to have increased flexibility around employees’ hours of work. The flexibility will enable, stand down direction, performance of duties within the employees’ scope and capabilities and location of work. There will also be changes to increase the flexibility around annual leave and days and times at work.

There also obligations on the employer when implementing the above changes and they are:

  • an employer must consult the employee (or a representative of the employee) before giving a direction; 
  • directions must (among other things) not be unreasonable in all of the circumstances, and directions in relation to duties to be performed by an employee or their location of work must be supported by an employer’s reasonable belief this is necessary for the continued employment of one or more employees of the employer.
Stand Down provisions under JobKeeper are different the normal stand down provisions of the Fair Work Act 2009 and are as follows:

The employee cannot be usefully employed for their normal days or hours during the JobKeeper enabling stand down period because of changes to business attributable to the Coronavirus pandemic or government initiatives to slow Coronavirus transmission, and 

it can be implemented safely, having regard (without limitation) to the nature and spread of Coronavirus). 

Changes to business could include, for example, less patronage and the closing of stores. This one is of significance as previously you could not stand down due to a downturn in business.

Normally only 3 days’ notice needs to be given to the employee for the changes (after you have consulted with the employee) to take place and ensure a written record is kept off the consultation and direction.

The Fair Work Commission will be able to resolve disputes, including by arbitration. 

What are my payment Obligations under JobKeeper?
As an Employer you have an obligation to ensure that you meet the JobKeeper payment obligations to your employees, through ensuring the payments are made fortnightly and if the employee has performed greater hours then the JobKeeper payment covers then they must be remunerated accordingly.

If you stand down an employee as part of the JobKeeper stand down provisions you cannot reduce the employees’ hourly rate of pay, they were receiving prior to JobKeeper.

What if my employee is on paid leave during the JobKeeper period?
A JobKeeper enabling stand down direction does not apply while an employee is taking paid or unpaid leave authorised by the employer (for example, annual leave), or is otherwise authorised to be absent (for example, on a public holiday). 

How does leave accumulate during the JobKeeper period?
An employee who is subject to a JobKeeper enabling stand down direction accrues leave entitlements as if the direction had not been given, and any entitlements to redundancy pay and payment in lieu of notice of termination are to be calculated as if the direction had not been given. Normal leave accruals apply.

One important point to remember that these provisions only apply if you are receiving JobKeeper payment for your employees.
These amendments are time-limited and will automatically be repealed on 28 September 2020. 
20 January 2026
A real-world case study on trust distributions Mark and Lisa had what most people would describe as a “pretty standard” setup. They ran a successful family business through a discretionary trust. The trust had been in place for years, established when the business was small and cash was tight. Over time, the business grew, profits improved, and the trust started distributing decent amounts of income each year. The tax returns were lodged. Nobody had ever had a problem with the ATO. So naturally, they assumed everything was fine. This is where the story starts to get interesting. Year one: the harmless decision In a good year, the business made about $280,000. It was suggested that some income be distributed to Mark and Lisa’s two adult children, Josh and Emily. Both were over 18, both were studying, and neither earned much income. On paper, it made sense. Josh received $40,000. Emily received $40,000. The rest was split between Mark, Lisa, and a company beneficiary. The tax bill went down. Everyone was happy. But here’s the first quiet detail that mattered later. Josh and Emily never actually received the money. No bank transfer. No separate accounts. No conversations about what they wanted to do with it. The trust kept the funds in its main business account and used them to pay suppliers and reduce debt. At the time, nobody thought twice. “It’s still family money.” “They can access it if they need it.” “We’ll square it up later.” These are very common thoughts. And this is exactly where risk quietly begins. Year two: things get a little more complicated The next year was even better. They used a bucket company to cap tax at the company rate. Again, a common and legitimate strategy when used properly. So the trust distributed $200,000 to the company. No cash moved. It was recorded as an unpaid present entitlement. The idea was that the company would get paid later, when cash flow allowed. Meanwhile, the trust needed funds to buy new equipment and cover a short-term cash squeeze. The trust borrowed money from the company. There was a loan agreement. Interest was charged. Everything looked tidy on paper. From the outside, it all seemed sensible. But economically, nothing really changed. The trust made money. The trust kept using the money. The same people controlled everything. The bucket company never actually used the funds for its own business or investments. This detail becomes important later. Year three: circular money without anyone realising By year three, things had become routine. Distributions were made to the kids again. The bucket company received another entitlement. Loans were adjusted at year-end through journal entries. What is really happening is a circular flow. Money was being allocated to beneficiaries, then effectively coming back to the trust, either because it was never paid out or because it was loaned back almost immediately. No one was trying to hide anything. No one thought they were doing the wrong thing. They were just following what they’d always done. This is how section 100A issues usually arise. Slowly, quietly, and without any single dramatic mistake.
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