Reduction of Normal Working Period

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As part of the measures aimed at supporting companies in their economic recovery and implementing the "Support for Progressive Recovery" measure provided for in the Economic and Social Stabilization Program (PEES), Decree-Law No. 46-A/2020 of July 30 was approved, which provides for the possibility of reducing the Normal Working Period with the aim of supporting the maintenance of jobs during this pandemic period. Throughout this article, you will learn about this measure and which entities may benefit from it.

What is Progressive Recovery Support?
This is a form of support created to help employers maintain their jobs if they have experienced a drop in turnover of at least 40% as a result of the global public health crisis caused by COVID-19. This scheme replaces the jordan whatsapp number database Layoff and will be in force between 1 August and 31 December 2020, although with different conditions for the different periods. This support does not provide for the possibility of suspending activities, but only for reducing the Normal Working Period (PNT), which will vary depending on the drop in turnover suffered by the company and the period in question, as follows:

1. Companies with a drop in turnover ≥ 40% and < 60%:
August and September - Reduction of PNT up to 50% inclusive;
October to December - Reduction of PNT up to 40% inclusive;

2. Companies with a drop in turnover ≥ 60%:
August and September - Reduction of PNT up to 70% inclusive;
October to December - PNT reduction up to 60% inclusive.
In this situation, companies pay the remuneration due for hours worked and the hours not worked will have a 70% contribution from Social Security.

Which companies are covered?
For the purposes of this support, the following situations are considered in which there has been a drop in turnover equal to or greater than 40% in the full calendar month immediately preceding the calendar month to which the initial request for support or extension refers, compared to the same month of the previous year or compared to the monthly average of the two months prior to that period, or, for those who started the activity less than 12 months ago, compared to the average monthly turnover between the start of the activity and the penultimate full month prior to the calendar month to which the initial request for support or extension refers.

Does the reduction in Normal Working Hours apply to all workers?
This support can be accessed by employers who meet the requirements for all or some of their employees.
How should this communication be made to workers?
The employer must inform the workers covered by the measure in writing of the percentage reduction per worker and the expected duration of the measure. Trade union representatives and workers' committees, where they exist, must also be consulted, and the employer may set a deadline for them to respond, never less than three working days.

How long does the PNT reduction last?
The reduction of the PNT lasts for one calendar month and can be extended monthly, with a deadline of 31/12/2020. The interruption of the temporary reduction of the PNT, with the respective suspension of support, does not affect the possibility of its extension, and may be requested in interpolated months.

Can this support be combined with others?
Yes. This support can be combined with a training plan approved by the Institute of Employment and Vocational Training, IP (IEFP, IP), in accordance with the provisions of article 10 of this DL.

How much will the workers receive?
The overall remuneration to be guaranteed to workers will never be less than 77% of the normal gross remuneration in August and September or 88% from October to December, and may be higher depending on the hours worked.
If covered by Progressive Recovery Support, the worker is entitled to receive:
the)Remuneration for hours worked (supported by the employer, with a 35% reimbursement by Social Security only for employers with a drop in turnover of =>75%);
b)Remuneration Compensation – relating to hours not worked and whose value varies depending on the period:
- August and September - compensation corresponding to 2/3 (66.67%) of your normal gross salary corresponding to the hours not worked, up to a maximum of 3 RMMG;
- October to December - compensation corresponding to 4/5 (80%) of your normal gross salary corresponding to the hours not worked, up to a maximum of 3 RMMG;

The employer is responsible for paying the Salary Compensation, with 70% of the amount reimbursed by Social Security.
The employee must be guaranteed a minimum of 1RMMG per month. In other words, the employee's total salary = Salary for hours worked + Salary Compensation, which must be => 1RMMG. If the sum of the Salary for hours worked and the Salary Compensation results in a value lower than 1RMMG, the value of the salary compensation is increased to ensure this minimum amount .
For the purposes of this support, what is understood as normal gross remuneration?
Normal gross remuneration is understood to be the set of regular remuneration components normally declared to social security and usually paid to the worker, relating to:
a) Base salary
b) Monthly prizes
c) Regular monthly allowances, including shift work allowances
d) Meal allowance, in cases where this is part of the concept of remuneration;
e) Night work

These remuneration values ​​correspond, respectively, to codes “P”, “B”, “M”, “R” and “T” of the table of remuneration codes required to complete the remuneration declaration for Social Security, approved in the annex to Order No. 2 -I/SESS/2011, of 16 February.


Note: it is considered regular when the worker has received it for at least 10 months, in the period between March 2019 and February 2020, or in an identical proportion if the worker has been linked to the employer for less than 12 months.
Is there any additional support for companies with losses ≥ 75%?
For companies in a business crisis with a drop in turnover equal to or greater than 75%, Social Security will also contribute 35% of the hours worked (additional support).
Note: the sum of this additional support and the financial support granted for the purposes of contributing to the salary compensation cannot exceed 3 RMMG.