Revised Turnover Decline Test periods – all industries
The eligibility changes, which will apply nationwide from 28 September, will now require businesses to show the actual decline in turnover for the September quarter alone (July, August, September), relative to a
comparable period (generally the corresponding quarter in 2019). This is a change from what was previously announced which included both the June and September quarters.
Businesses will be required to demonstrate an actual decline in turnover against a comparable 2019 period, rather than forecasts.
From 4 January 2021, businesses will need to reconfirm their turnover shortfall in the December 2020 quarter for the jobkeeper payment from 4 January 2021 to 28 March 2021.
More Employees eligible ~ new employees started before 1st July
From 3 August 2020, New employees employed before 1st July are now eligible employees (previously 1 March 2020). Employers have until 31 August to meet the wage conditions ie. Jobkeeper top ups, for the fortnights commencing on 3 August 2020 and 17 August 2020 to meet the wage condition for all new eligible employees included in the JobKeeper scheme under the 1 July eligibility test.
As with all other eligible employees they need to complete JobKeeper Employee nomination notice
One in all in rule
‘One in, all in’ principle: Once an employer decides to participate in the JobKeeper and eligible employees have agreed. The employer must ensure that all of these eligible employees are covered by their participation in the scheme. The employer cannot select which eligible employees will participate in the scheme.
Greater Flexibility to manage business
JobKeeper 2.0 is allowing employers to access changes in the Fair Work Act that give them greater flexibility in managing their business and their employees.
Employees are eligible in the extension period if they:
• are currently employed by an eligible employer (including if you were stood down or rehired)
• were for the eligible employer (or another entity in their wholly-owned group) either:
– a full-time, part-time or fixed-term employee at 1 July 2020; or
– a long-term casual employee (employed on a regular and systematic basis for at
least 12 months) as at 1 July 2020 and not a permanent employee of any other
• were aged 18 years or older at 1 July 2020 (if you were 16 or 17 you can also qualify if you
are independent or not undertaking full time study).
• were either:
– an Australian resident (within the meaning of the Social Security Act 1991); or
– an Australian resident for the purpose of the Income Tax Assessment Act 1936 and
the holder of a Subclass 444 (Special Category) visa as at 1 March 2020.
• were not in receipt of any of these payments during the JobKeeper fortnight:
– government parental leave or Dad and partner pay under the Paid Parental Leave
Act 2010; or
– a payment in accordance with Australian worker compensation law for an
individual’s total incapacity for work.
Only one employer can claim the JobKeeper Payment in respect of an employee.
The self-employed will be eligible to receive the JobKeeper Payment where they meet the
relevant turnover test, and are not a permanent employee of another employer.
Employees will continue to receive the JobKeeper Payment through their employer during the
period of the extension if they and their employer are eligible and their employer is claiming the
JobKeeper Payment. However, the amount of the JobKeeper Payment will change with time.
We understand that being a business owner means you are incredibly busy doing all the roles necessary for your business, including: marketing, sales, bookkeeping, client happiness, staff happiness & a host of other things.
Book in for a 10min chat with me about what you need & if we are the right team to support you,
Julie Cohen 08 9344 7799
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1.offer security & peace of mind
2. simplify numbers to sustain & grow profiable businesses
3. magnify personal wealth & time freedom
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This information is intended to provide general information only and has been prepared without taking into account any particular person’s objectives, financial situation or needs. Before acting on such information, you should consider the appropriateness of the information