Geeky - but rather important - question about the operation of the CJRS for those working intermittently through an umbrella or an agency. How can the employer - for these purposes the umbrella/agency - know whether the cessation is attributable to coronavirus? 
It's of the essence of these types of arrangements that the work will be intermittent. The umbrella/agency might take a decent stab at whether the interruption is attributable to coronavirus but if it gets that judgment wrong it's risking a great deal of money.
And there is little incentive for it to take any risk at all. It might be happy - it might even positively want to - help its intermittent workforce. But there's no financial incentive for the umbrella/agency and getting the judgment wrong could well be existential.
"So what," you might say? But the problem is, unless you de-risk the exercise for the umbrella/agency, those who will lose out will be the huge body of intermittent workers who are already likely, because of the way in which they work, to be vulnerable.
