Coronavirus Restrictions and Government Schemes
Free, practical advice and information on government coronavirus restrictions and government schemes available to the citizens of Scotland
Government Restrictions
Scottish Government has moved beyond level 0 restrictions and many restrictions have been lifted from the 9th of August 2021 (please see below for more).
However, they also confirmed that while many aspects of daily life will return to normal, certain restrictions will still be in place such as wearing masks and some forms of home working arrangements.
Face coverings must still be worn
Face coverings must still be worn in all the same indoor settings as it currently is today. The First Minster has stated that this is likely to be mandated in law for some time to come.
Test and protect will continue
Hospitality and indoor venues will still be required to collect the contact details of customers.
Homeworking arrangements advised to continue for the time being
The Scottish Government have strongly encouraged employers to consider adopting a “hybrid” model of home and office working for the longer term.
Double vaccinated adults will not automatically have to self-isolate for 10 days if they encounter someone who tests positive
Instead, they will take a PCR test and can end their isolation if they test negative, with similar rules in place for under-17s.
Certain Measures still in place in schools
The first minister insisted that Scottish schools will retain most other mitigations meaning:
- Staff must keep one metre distance from each other and pupils.
- Face coverings will be retained for staff and children aged 12 and over during lessons and inside school buildings.
The guidance on ventilation in schools and day care buildings makes it clear that all must have access to CO2 monitoring.
Large events still need to apply for permission
An event is considered to be large if there are 5000 or more people and it is outdoors or there are 2000 or more people and it is indoors.
They can return under the new easing of restrictions from next Monday, but the first minister indicated that – for a limited period – they will still have to apply for permission.
- No venues will be legally required to close
- Social distancing rules have been lifted with the exception of School (1 metre) and Healthcare (2 metres) settings.
- Gatherings can occur but permission is required for large ones (if there are 5000 outdoors or there are 2000 or more people indoors).
Travelling around Scotland
COVID 19 local area restrictions determine where you can travel in Scotland:
- Travelling in or out of an area is permitted if it is in Level 0, 1 or 2 of restrictions.
- Travelling in or out of an area is prohibited in most cases if it is in Level 3 or 4.
Travelling to the Scottish Islands
If you are travelling to a Scottish island, you are encouraged to get a lateral flow test before going. Although a negative result doesn’t necessarily mean that you don’t have COVID, it is a good indication. This is not a legal requirement but advised by the Scottish and local governments.
Travelling around the UK
Travelling to or from other parts of the UK is dependant on Scottish restrictions and those in force where you wish to go.
Currently, you are permitted to travel to or from almost anywhere in England, Wales, and Northern Ireland.
The exception to this is Bedford, Blackburn with Darwen, and Bolton in England. These can only be entered if you have a reasonable excuse to do so (e.g. to get essential supplies when the area is the option to get them).
The Common Travel Area (Republic of Ireland, the Isle of Mann and the Channel Islands)
Travel to the Republic of Ireland is only permitted if a reasonable excuse can be made for doing so (e.g. travelling there for work).
There are no restrictions in travelling to the Isle of Mann and the Channel islands crown dependencies.
COVID-19: Latest Updates on COVID-19 Restrictions in Scotland (03.08.21)
The Scottish Government has announced that the country will move beyond level 0 restrictions with many of them set to be lifted from the 9th of August 2021 (please see below for more).
However, they also confirmed that while many aspects of daily life will return to normal, certain restrictions will still be in place such as wearing masks and some forms of home working arrangements.
What are the Changes Made to the COVID-19 Restrictions?
All venues can open from the 9th of August 2021 – No venues will be legally required to close from the 9th of August 2021. In addition, the First Minster also confirmed the lifting of social distancing limits as well as limits on the size of social gatherings.
Whole school classes no longer needing to self-isolate – The first minister confirmed changes to the requirements for self-isolation:
- Adults who have symptoms of or test positive are still needing to self-isolate.
- Adults identified as close contacts of someone who tests positive are no longer required to automatically self-isolate for 10 days. Instead, if they are double vaccinated for more than two weeks, they should get a PCR test and can end isolation if they test negative.
- A similar change will be in effect for people aged 17 and under who are not eligible for vaccination.
- Under 5s are “encouraged but not required” to take PCR tests.
Most importantly, the changes mean the blanket isolation of whole school classes are “no longer routine”, the first minister stated, and most will be asked to self-isolate for a much shorter period.
Students asked to take COVID-19 tests twice a week – Guidance for universities and colleges on operating beyond level zero has now been published. Students will be requested to take a PCR test before moving to student accommodation and then asked to test twice a week thereafter.
Double vaccinated adults will not automatically have to self-isolate for 10 days if they encounter someone who tests positive – Instead, they will take a PCR test and can end their isolation if they test negative, with similar rules in place for under-17s.
What Restrictions Will Still Remain in Place?
Face coverings must still be worn – Face coverings must still be worn in all the same indoor settings as it currently is today. The First Minster has stated that this is likely to be mandated in law for some time to come.
Face coverings for over-12s in schools to remain for now – The First Minster confirmed that face coverings for over-12s in schools will remain for at least six weeks, along with the rules already in place such as teachers social distancing from pupils.
Test and protect to continue – The first minister also clarified that hospitality and indoor venues will still be required to collect the contact details of customers.
Homeworking arrangements advised to continue for the time being – The Scottish Government have strongly encouraged employers to consider adopting a “hybrid” model of home and office working for the longer term.
Large events still need to apply for permission – Large-scale events can return under the new easing of restrictions from next Monday, but the first minister indicated that – for a limited period – they will still have to apply for permission. This applies to the organisers of large events outdoors of more than 5,000 and indoor of more than 2,000 to allow risks to be assessed.
Certain Measures still in place in schools – The first minister insisted that Scottish schools will retain most other mitigations meaning:
- Staff must keep one metre distance from each other and pupils.
- Face coverings will be retained for staff and children aged 12 and over during lessons and inside school buildings.
The guidance on ventilation in schools and day care buildings makes it clear that all must have access to CO2 monitoring.
Further Advice and Information
For more information with regards to any of the latest announcements and COVID-19 updates, please see the coronavirusadvice.scot website.
Job Retention Scheme
*Please note that the Job Support Scheme, which was intended to replace the Job Retention Scheme, has been delayed until at least April 2021. The Job Retention Scheme will continue to be available until then*
Overview
While on furlough, you are paid 80% of your normal monthly wage (with a cap of £2500). Until July 2021 this has been exclusively paid by the government through your employer. From the 1st of July, your employer must pay 10% of your normal wage and the government will pay 70%. From the 1st of August your employer must pay 20% of your normal wage and the government will pay 60%. businesses who designated affected employees as ‘furloughed workers’ and make employees aware of participation in the scheme, including the fact that their status has changed.
Employers are required to submit information to HMRC about the employees that were furloughed, including their earnings. This was done through an online HMRC portal. The status of employees remains subject to existing employment law and to negotiation (depending on the employee’s contract).
Who should apply?
It is the employer’s responsibility to apply to the scheme, and to communicate the changing of employment status with their employees. Employees who did not receive communication from their employer have missed the deadline. Employees in this position should speak to their line manager / HR team to see if they were part of the scheme.
Which businesses / employers can claim?
Any UK organisation with employees could have claimed. This includes:
– Businesses
– Charities
- Recruitment Agencies (agency workers paid through PAYE)
– Public Authorities
The organisation must have created and started a PAYE payroll scheme on or before 28 February 2020 and had a UK bank account.
In situations where a company was being taken under the management of an administrator, the administrator will be able to access the Job Retention Scheme.
What about public sector organisations?
The scheme can’t be used by many public sector organisations because they either provide essential services or continue to get funding from the government. In a small number of cases, such as organisations who are not primarily funded by the government and whose staff cannot be redeployed to assist with the coronavirus response, the scheme may be considered appropriate for certain members of staff.
Which employees were eligible?
Any employees who are designated as ‘furloughed’ must have been on the PAYE payroll with their employer on 28th February 2020, and can be on any type of contract including:
– Full-time employees
– Part-time employees
– Employees on agency contracts
– Employees on flexible or zero-hour contracts
This scheme also covers employees who were made redundant since 23rd September if they were rehired by their employer.
To be eligible for the subsidy when on furlough, an employee cannot undertake work for or on behalf of the organisation. This includes providing services or generating revenue. While on furlough, the employee’s wage will be subject to the usual income tax and other deductions.
If an employee is working, but on reduced hours, or for reduced pay, they will not be eligible for this scheme and the employer must continue paying the employee through their payroll and pay their salary subject to the terms of the employment contract agreed.
Employers should discuss with their staff and make any changes to the employment contract by agreement.
When employers are making decisions in relation to the process, including deciding who to offer furlough to, equality and discrimination laws will apply in the usual way.
Eligible employees can be placed on furlough if they are either extremely clinically vulnerable to the virus, at the highest risk of becoming severely ill from COVID 19, advised to stay at home due to government advice(e.g. shielding) or have caring responsibilities due to the effects of COVID 19.
To be eligible for the subsidy, employers should write to their employee confirming that they have been furloughed and keep a record of this communication.
Employees hired after 23rd September 2020 cannot be furloughed or claimed for in accordance with this scheme.
Employers do not need to place all their employees on furlough. However, those employees who you are placed on furlough cannot undertake work for the organisation.
What can employers claim?
Employers need to make a claim for wage costs through this scheme. They will receive a grant from HMRC to cover 80% of an employee’s regular wage or £2,500 per month, plus the associated Employer National Insurance contributions and minimum automatic enrolment employer pension contributions on that subsidised wage. Fees, commission and bonuses should not be included.
At a minimum, employers must pay their employee the lower of 80% of their regular wage or £2,500 per month. An employer can also choose to top up an employee’s salary beyond this but is not obliged to under this scheme.
It was the employer’s responsibility to apply to the scheme, and to communicate changing employment status with their employees.
Employees who did not receive communication from their employer have missed the deadline. Employees in this position should speak to their line manager / HR team to see if they were part of the scheme.
Full employer guidance is available at:
https://www.gov.uk/guidance/claim–for-wage-costs-through-the-coronavirus-job-retention-scheme
This guide covers:
- Which businesses / employers can claim?
- Which employees are eligible?
- The various situations that an employer / employee can find themselves already placed
- What can employers claim?
- Employee Types and how they should be paid
- National Insurance / Tax / Pensions Information
- What happens when the government ends the scheme?
Which businesses / employers could have claimed?
Any UK organisation with employees could have claimed. This included:
- Businesses
- Charities
- Recruitment agencies (agency workers paid through PAYE)
- Public Authorities
The organisation must have created and started a PAYE payroll scheme on or before 28 February 2020 and had a UK bank account.
In situations where a company was being taken under the management of an administrator, the administrator will be able to access the Job Retention Scheme.
What about public sector organisations?
The scheme was not used by many public sector organisations because many provide essential services or continued to get funding from the government. In a small number of cases, such as organisations who are not primarily funded by the government and whose staff cannot be redeployed to assist with the coronavirus response, the scheme may be considered appropriate for certain members of staff.
Which employees were eligible?
Any employees who are designated as ‘fuloughed’ must have been on the PAYE payroll with their employer on 28th February 2020, and can be on any type of contract including:
- Full-time employees
- Part-time employees
- Employees on agency contracts
- Employees on flexible or zero-hour contracts
This scheme also covers employees who were made redundant since 28th February 2020, as long as they are rehired by their employer.
To be eligible for the subsidy when on furlough, an employee can not undertake work for or on behalf of the organisation. This includes providing services or generating revenue. While on furlough, the employee’s wage will be subject to the usual income tax and other deductions.
If an employee is working, but on reduced hours, or for reduced pay, they will not be eligible for this scheme and the employer must continue paying the employee through their payroll and pay their salary subject to the terms of the employment contract agreed.
Employers should discuss with their staff and make any changes to the employment contract by agreement. When employers are making decisions in relation to the process, including deciding who to offer furlough to, equality and discrimination laws will apply in the usual way.
To be eligible for the subsidy, employers should write to their employee confirming that they have been furloughed and keep a record of this communication.
Employees hired after 28 February 2020 cannot be furloughed or claimed for in accordance with this scheme.
Employers do not need to place all their employees on furlough. However, those employees who you are placed on furlough cannot undertake work for the organisation.
How can employees be placed?
Employees on unpaid leave
Employees on unpaid leave cannot be furloughed, unless they were placed on unpaid leave after 28 February.
Employee is on Statutory Sick Pay
Employees on sick leave or self-isolating should get Statutory Sick Pay (SSP), but can be furloughed after this.
Employees who are shielding in line with public health guidance can be placed on furlough.
Employee with more than one job
If the employee has more than one employer, they can be furloughed for each job. Each job is separate, and the cap applies to each employer individually.
Employee does volunteer work or training (including online training courses)
A furloughed employee can take part in volunteer work or training, as long as it does not provide services to or generate revenue for the organisation. However, if workers are required to complete online training courses whilst they are furloughed, then they must be paid at least the NLW/NMW for the time spent training, even if this is more than the 80% of their wage that will be subsidised.
Employee is on maternity leave, contractual adoption pay, paternity pay or shared parental pay
Individuals who are on (or plan to) take maternity leave must take at least 2 weeks off work (4 weeks if they work in a factory or workshop) immediately following the birth of their baby. This is a health and safety requirement. In practice, most women start their maternity leave before they give birth.
If the employee is eligible for Statutory Maternity Pay (SMP) or Maternity Allowance, the normal rules apply, and they are entitled to claim up to 39 weeks of statutory pay or allowance.
Employees who qualify for SMP, will still be eligible for 90% of their average weekly earnings in the first 6 weeks, followed by 33 weeks of pay paid at 90% of their average weekly earnings or the statutory flat rate (whichever is lower). The statutory flat rate is currently £148.68 a week, rising to £151.20 a week from April 2020.
If the employer offers enhanced (earnings related) contractual pay to women on Maternity Leave, this is included as wage costs that the organisation can claim through the scheme.
The same principles apply where an employee qualifies for contractual adoption, paternity or shared parental pay.
What can employers claim?
Employers need to make a claim for wage costs through this scheme.
They will receive a grant from HMRC to cover 80% of an employee’s regular wage or £2,500 per month, plus the associated Employer National Insurance contributions and minimum automatic enrolment employer pension contributions on that subsidised wage. Fees, commission and bonuses should not be included.
At a minimum, employers must pay their employee the lower of 80% of their regular wage or £2,500 per month. An employer can also choose to top up an employee’s salary beyond this but is not obliged to under this scheme.
More guidance will be issued by the Government on how employers should calculate their claims for Employer National Insurance Contributions and minimum automatic enrolment employer pension contributions, before the scheme goes live.
Employee types and how they should be paid
Full time & Part-time employees
For full time and part-time salaried employees, the employee’s actual salary before tax, as of 28 February, should be used to calculate the 80% figure. Fees, commission and bonuses should not be included.
Employees whose pay varies
If the employee has been employed (or engaged by an employment business) for a full twelve months prior to the claim, the employer can claim for the higher of either:
- the same month’s earning from the previous year
- average monthly earnings from the 2019-20 tax year
If the employee has been employed for less than a year, the employer can claim for an average of their monthly earnings since they started work.
If the employee only started in February 2020, the employer should use a pro-rata for their earnings so far to claim.
Once the employer has worked out how much of an employee’s salary they can claim for, they must then work out the amount of Employer National Insurance Contributions and minimum automatic enrolment employer pension contributions they are entitled to claim.
National Insurance / Tax / Pensions Information
Employer National Insurance and Pension Contributions
All employers remain liable for associated Employer National Insurance contributions and minimum automatic enrolment employer pension contributions on behalf of their furloughed employees.
Employers can claim a grant from HMRC to cover wages for a furloughed employee, equal to the lower of 80% of an employee’s regular salary or £2,500 per month, plus the associated Employer National Insurance contributions and minimum automatic enrolment employer pension contributions on paying those wages.
Employers can choose to provide top-up salary in addition to the grant. Employer National Insurance Contributions and automatic enrolment contribution on any additional top-up salary will not be funded through this scheme. Nor will any voluntary automatic enrolment contributions above the minimum mandatory employer contribution of 3% of income above the lower limit of qualifying earnings (which is £512 per month until 5th April and will be £520 per month from 6th April 2020 onwards).
Income Tax and Employee National Insurance
Wages of furloughed employees will be subject to Income Tax and National Insurance as usual. Employees will also pay automatic enrolment contributions on qualifying earnings, unless they have chosen to opt-out or to cease saving into a workplace pension scheme.
Employers will be liable to pay Employer National Insurance contributions on wages paid, as well as automatic enrolment contributions on qualifying earnings unless an employee has opted out or has ceased saving into a workplace pension scheme.
National Living Wage/National Minimum Wage
Individuals are only entitled to the National Living Wage (NLW)/National Minimum Wage (NMW) for the hours they are working.
Therefore, furloughed workers, who are not working, must be paid the lower of 80% of their salary, or £2,500 even if, based on their usual working hours, this would be below NLW/NMW.
When can employers use this scheme and how long will it last?
If an employer created a PAYE payroll scheme by the 28th of February, they could have applied for this scheme. The scheme will be paid for at least 3 months. The scheme may be extended, but this depends on the spread of COVID-19 and the Government’s strategy to deal with it.
Those that are on a zero-hours contract or a temporary contract can still be placed on furlough under the Job Retention Scheme. Just like other workers, they would receive 80% of their wages up to a maximum of £2500.
Both agency workers and apprentices could have been furloughed by their employer as part of this scheme. It was the employer’s responsibility to apply to the scheme, similarly to employees.
Agency workers who have not received communication from their employer should speak to their line manager / HR team to gain an understanding of their personal circumstances, as the application deadline has passed. The same goes for apprentices but they should also consult their learning or training provider (e.g. their university) as well.
Guidelines suggest that a employee could be furloughed for one of their multiple jobs, more than one of their multiple jobs, or all of them.
It was the decision and responsibility of each of the respective employers to decide if they wished to furlough their employee for the hours that they worked for them.
However, the scheme is intended to cover the hours that an employee isn’t working. This means that the employee couldn’t do more hours of work for one of their employers using time that would have been spent working for an employer utilising the scheme.
Self Employment Income Support Scheme
What is the SEISS?
A series of grants provided by the UK government that supports businesses affected by COVID 19 restrictions. Four SEISS grants have already been made available so far, all of which are now closed to applications. However, a fifth grant will be made available in late July.
What does a SEISS grant provide?
Each grant provides 80% of a business’s average trading profit in a three-month period. A grant covers three months of business operation (e.g. the previous grant covered February, March and April). The money will be paid directly into a successful claimant’s bank account in one instalment.
What are the criteria for a SEISS grant?
- The business must have traded in the 2019-2020 and 2020-2021 tax years.
- You must have submitted the 2019-2020 tax return before the 2nd of March 2021.
- The trading profits of the business must be no more than £50,000 and trading profits must be at least equal to your non-trading income.
- The business must have met the criteria for the previous grants but do not need to have claimed them
- The business must either be trading or temporarily unable to trade due to COVID 19 restrictions
- If the business is still trading, demand for its goods and/or services must have been lowered by COVID 19 and restrictions made in response to it
How and when can an application for SEISS be made?
Applications for the next grant can be made from late July 2021. The deadline for applications will be the 30th of September. More information on doing so will be made available closer to that date.
Be wary of scams
You will only be able to claim using official GOV.UK online services. Texts, calls or emails received from HMRC which offer financial help or a tax refund, requesting you to click a link or provide personal information will likely be a scam.
Government Support Schemes and Assistance
Extra cash will be available to university and college students who are now struggling due to Covid-19, including those attending private institutions.
Funds have been made available to colleges and universities immediately. Applications for any emergency discretionary payments can be made directly to the learning institution.
How to apply
Students should apply to the funding/support team at their college or university.
The learning establishment’s student support services will assess the hardship payments, including how much is available. They may give priority for some students based on their needs.
Private college and training providers
There is currently an emergency hardship fund open to SAAS funded students who are studying full-time at a private provider of higher education in Scotland or the rest of the UK.
More information, including how to find the applicable University / college website is available HERE.
Tax Cuts / Deferrals
The Government will extend the temporary 15% VAT cut for the tourism and hospitality sectors to the end of March next year(2022).
Up to half a million businesses who deferred their VAT bulls will be given additional breathing space through the New Payment Scheme, which will give them the option to pay back in smaller instalments. This will allow eligible businesses to pay back in 11 smaller interest-free payments during the 2021-22 financial year, rather than in a lump sum.
Self-assessment taxpayers will be able to benefit from a 12-month extension from HMRC on the ‘Time to Pay’ self-service facility, meaning payments deferred from July 2020, as well as those due in January 2021, will now not need to be paid until January 2022.
Flexibility for businesses in paying back loans
There will be a new Pay as You Grow flexible repayment system implemented to provide flexibility for firms repaying a Bounce Back Loan.
This includes an extension from six to ten years on the length of the loan, cutting monthly repayments by nearly half. Interest-only periods of up to six months and payment holidays will also be available to businesses. These measures will further protect jobs by helping businesses recover from the pandemic.
The announcement also highlighted the intention to offer Coronavirus Business Interruption Loan Scheme lenders the ability to extend the length of loans from a maximum of six to ten years if it will help businesses to repay the loan.
The chancellor also announced that there would be an extension on applications for the government’s coronavirus loan schemes until the end of November. This includes the Coronavirus Business Interruption Loan Scheme; the Coronavirus Large Businesses Interruption Loan Scheme; the Bounce Back Loan Scheme; and the Future Fund.
Self-Isolation Support Grant
What is it and who is eligible?
This is a £500 grant for those on low incomes who have been asked by the Test and Protect Service to isolate, following testing positive for coronavirus (COVID-19) or having been in close contact with someone else who has tested positive.
This grant is designed to help people self-isolate for the required period to stop the spread of the virus, but who would face financial hardship due to being asked to self-isolate. This will be targeted at those in receipt of Universal Credit / legacy benefit who are employed or self-employed. People can make an application of their own accord prior to the follow-up call from their local authority.
Payments are available to eligible people who were told to self-isolate from the 28th September onwards. Grants can be received more than once is people are asked to self-isolate on more than one occasion, as long as these do not overlap.
This does not cover people quarantining after returning to the UK from abroad, unless they have tested positive for coronavirus, or have been advised by the Test and Protect Service that they have to stay at home and self-isolate.
How do I apply for this?
People will be informed on how to apply for the Self-Isolation Support Grant after they have been contacted by Test and Protect through a follow-up call from their local authority.
The Local Self-Isolation Assistance Service
This is being introduced to support people needing to isolate. People are able to self-refer for support through the existing National Assistance Helpline, but local authorities will contact those being asked to self-isolate to offer help, advice and assistance, including help to access essential food and medication or local support services.
This will be an initial 30-minute call, with two 10-minute calls during the period of self-isolation and will initially prioritise the most vulnerable individuals. This will endure people are referred to the relevant services for support, whilst maximising uptake of the Self-Isolation Support Grant for those who are eligible.
National Assistance Helpline
Assistance is available to those who are not in priority groups, or who are self-isolating but have not been contacted by contact tracing teams from the National Assistance Helpline, which can be reached on 0800 111 4000 (9am-5pm).
Calls to this helpline will be answered by the Local Authority, who can provide support in the form of:
- Essential food and medication
- Links to social work services for vulnerable children or adults
- Emotional support
- Contact with local volunteer groups
The tenant hardship fund provides interest free loans to private and social tenants that have rent arrears.
What do the loans provide?
The loan will allow you to borrow the equivalent of nine months’ rent. It will only cover arrears that occurred on or after the 1st of January 2020. You have the option to borrow up to 3 months of this to make future rent payments. The loan is deferred for 6 months and will need to be repaid over a period of 5 years.
What are the eligibility criteria?
- You must be a tenant
- You must be in rent arrears. These arrears could have started before or after 2020 and do not need to be consecutive.
- You must be deemed to have the ability to pay (based on your financial information).
- You must pass a credit score check.
- The landlord must verify the application.
How can I apply?
These are the baseline payments of the two benefits and increasing them can have a larger financial benefit than it would appear. For example, the £20 weekly increase means that the monthly amount a UC claimant that is 25 or older can get grew from £317.82 to £409.89(not including deductions).
The Government has decided to extend this increase until at least the end of September.
Alternatives to the Universal Credit increase after September
-Check your entitlement to other benefits or a council tax reduction. You can check your benefit entitlement with the ADS benefit calculator, which can be found at Advice Direct Scotland (inbest.ai).
-You can use Universal Credit Scottish Options to get UC housing payments sent straight to your landlord or to split your monthly payment into two bi-monthly instalments.
-You can request a budgeting loan from the DWP. This is interest free but must be paid back.
-If you are struggling financially, you can access emergency benefits such as Crisis Grant or Section 12 payment.
-If you are struggling to feed yourself and your household, you can request assistance from a foodbank. The Trussell trust has a list of foodbanks across the UK at Find a Food Bank – The Trussell Trust. You will need a referral to access a foodbank, which you can get from your GP.
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