Termination of employment due to ill health

Savvy_Sue

Uncertain wrote: »

I THINK (but don't understand why) it is normal to use the default BR code for payments made after somebody leaves.

The reason is that once you've left, they can't use your previous tax code because at that stage they have no idea what other income you might have.

SarEl wrote: »

I am pretty sure that BR is an emergency tax code - I recall my accountant explaining this about wages for staff who hadn't had tax details confirmed by HMRC and didn't have p45's. I think it may be used because they don't know what income you may have had, and therefore can't determine whether your tax free allowance has been used or not. In such cases HMRC require employers to assume it has on the basis that HMRC would prefer the money in their coffers than trying to reclaim it from you. They seem to have trust issues:)

I'm sure it's not that HMRC don't trust us, just that if they have it, they know they'll give it back eventually if we ask for it ... so much simpler that way round? :rotfl:

chrissyr60

I was wondering if anyone can offer any advice please. I have been off long term sick and have received dismissal notice from my employers (local government) on grounds of health capability. The only reason I have been off so long (4 months when they started dismissal proceedings) is that I have been waiting for an appointment with a neurologist which has in fact only just come through. The termination date is 2nd May but I have an appeal meeting on 30th April. Ironically my hospital appointment is 1 day after my termination date! I have been advised to appeal on grounds that they started the 'minded to dismiss' too soon. Apart from the fact that I am Not hopeful about the appeal, I believed I would have been entitled to 5 weeks full notice pay where I have received part pay. I would also like to know if I would be entitled to claim outstanding annual leave (as asked in a members previous query). I have read conflicting things as some people say you can't be entitled to annual leave pay whilst claiming sick pay but on here I have seen that I should be entitled to it. I have 10 days annual leave remaining last years entitlement and Aprils annual leave. If my employers policy pay upto 12 months sick pay (6 full and 6 half) then why terminate me into 4 months. Two of my health problems are covered by the equalities act (disability related) yet they seem to have suddenly escalated the process. I realise that 4 months is a long time to be off sick but I have been unable to function let alone drive which I would need to do with the distance. I am certainly not out of work because I want to be, I am desperate to be sorted by specialist. My main worry is when applying for new jobs, when I have to put reason for leaving....termination! At my age it will be difficult to find a new job with that on my cv.

skintandscared_2

You will probably get a lot more replies if you start a new post for your question, rather than use a long post that is 2 years old.

chrissyr60

Hi, thank you for that but unsure how to do it.