Shared-Work allows your employer to keep you employed during a slowdown while providing you significantly more UC benefits compared to if your hours were reduced and you applied for partial UC benefits.

Your employer will reduce the hours which you work during a week while dividing the remaining work among all the employees. You will receive a percentage of your UC benefits while you work the reduced hours. Meanwhile, you will keep any health insurance and other supplemental benefits that were in place before your hours are reduced.

​No, an employer may limit a Shared-Work plan to a specific department, shift or other organizational unit. You may have more than one Shared-Work plan.

​The department, shift or unit under a Shared-Work plan must have at least two participating employees without regard to corporate officers.

​Yes, employees who have not been employed in the affected unit for at least three months prior to the date the plan is submitted are not eligible. Also, employees who are expected to work 40 or more hours per week, while the plan is in effect, are also excluded. Corporate officers may not participate in Shared-Work.

​You must reduce hours by at least 20 percent and by no more than 40 percent.

​Yes. Each affected unit must have the same reduction percentage, but an employer may have multiple Shared-Work plans covering different departments, shifts or units. and there may be different reduction percentages in different plans.

​Assuming an employee is otherwise eligible for UC, he or she may receive Shared-Work benefits until the Shared Work plan ends or until the employee’s regular UC entitlement ends, whichever occurs first. The employee may be entitled to regular UC benefits following the conclusion of a Shared-Work plan if he or she doesn’t return to normal work hours.

​A Shared-Work plan can last up to 52 consecutive weeks. However, an employer is limited to a maximum of 104 weeks of shared work in a 156-week period.

​Yes. An employer may terminate a Shared-Work plan at any time by providing written notice to the department. The department may also terminate a plan for good cause.

​No. You may not lay off any employees in a Shared-Work plan during the duration of the plan. All employees in the same plan must experience the same reduction percentage and all employees must be offered the same reduction percentage within the same week. Modifications of the reduction percentage must be submitted in writing and approved prior to the change.

​Yes. However, after the Shared-Work plan ends, work with another employer could affect the employee’s eligibility for regular UC benefits, going forward.

​No, Shared-Work participants are exempt from the work registration requirement. However, to be eligible for Shared-Work benefits, a participating employee must be available for his or her normal weekly hours of work with the Shared-Work employer.

​To the extent that holiday, sick, or vacation pay is received for hours the employee would have worked under the Shared-Work plan, the employee's eligibility for Shared-Work UC benefits would not be affected. However, if a participating employee works the number of hours determined under the plan and receives holiday, sick or vacation pay for additional hours, his or her UC eligibility will be determined without regard to the Shared-Work provisions of the UC law. This would occur, for example, if an employee works 32 hours Monday through Thursday under a plan that calls for a 20 percent reduction in the regular 40-hour work week, and gets paid for a Friday holiday.

​If the employer provides health and retirement benefits under a defined benefit plan or contributions under a defined contribution plan, the employer must continue to provide those benefits to the participating employees under the same terms and conditions as though the hours of work had not been reduced or provided to participating employees to the same extent as other employees not participating in the Shared-Work plan.

As an employer, you will be responsible to complete any required paperwork from the UC service center including but not limited to the Employer notice of Application (UC-45) and any adjudication paperwork requested.

Please note: Lack of work separations do not qualify for relief from charges. You will not need to complete the Request for Relief from Charges (UC-44 FR) for employees on an active Shared-Work plan.

​Shared-Work benefits are charged in the same manner as regular UC benefits, that is, to each participating employee's base year employers.

The first step is for the employer to complete a Pennsylvania UC Shared-Work plan application. The easiest and most efficient way to complete an application is online through our Pennsylvania's Unemployment Compensation System at www.uc.pa.gov.

​Yes. The plan must include the name, Social Security number, normal hours worked per week, and the proposed reduction of hours per week for the employees in the “affected unit.”

​Employers are notified in writing when a plan is approved or disapproved. If approved, the plan will be effective the Sunday after the week the plan is approved.

As an employer, you will be responsible for informing your employees to file their initial UC claim through the UC website in order to participate in the Shared-Work program. In addition, you will be required to submit claims on behalf of your employees on a weekly basis.

• According to PA UC Law, your business must not hire new employees in or transfer employees to the affected unit during the effective period of the Shared-Work plan.
• The employer must not lay off participating employees during the effective period of the Shared-Work plan.
• The business is required to provide reports to the department relating to the operation of its Shared-Work plan as requested.
• The employer must abide by all terms and conditions of the Shared-Work requirements in the PA UC Law.