jsa - can my Wife claim?

gazza975526570

My wife left her job to look after our children however she is currently looking for employment but only for 2 days a work (the days i dont work) - Would this make her eligible for JSA or as she voluntarily left her job could she not claim this?

Many Thanks

seven-day-weekend

There are two types of JSA; Contributions based and Income based.

If she left work some time ago I don't think she would be eligible for Contribution based.

I also don't think she would be eligible for income-based JSA for the following reasons.
1. You have to be available for full-time work
2. She left her job voluntarily (although any period of sanction may already have expired).
3. As it is a means-tested benefit, if you are working the family income would almost certainly be over the threshold for her to receive any money.

gazza975526570

We found out today she can claim for contribution based JSA for six months.

Are there any other benefits we can claim - and do any depend upon my own earnings?

Is it likely this will also affect our working tax credit (only around £30 ish per month)

Any info is appreciated

ukdickie31

A Jobseeker with caring responsibilities (ie children) can claim JSA but has to be available for work for a minumum of 16 hours per week.

The Jobseeker Agreement (JSAg) has to be realistic in the local labour market for the types of occupation sought.

For example, if you wife was able to work the 2 days you are looking after the children and was willing and able to find an employer advertising jobs that could be done in the local labour market, then all is OK. Your wife would obviously be expected to apply for them and make best attempts to secure the job.

On the other hand if no jobs that you wife wanted or was able to do are available in the local labour market, a referral to a decision maker would be needed to determine whether or not your wife's JSAg is realistic.

If they determined it wasn't, they would expect something on it to change to make it more realistic. This could be the hours of availibility or the work sought.

Failing that, they could actually stop the benefit.

Make sure you explore all avenues about what skills your wife has and what hours can be worked. For example bar work is normally flexible. 24/7 Supermarkets etc etc.