Can I claim for Pre Menstrual Tension? Sick pay type of thing?

Face1992

Cornish_piskie wrote: »

OP, the only person/people who you should be taking medical advice from is your GP/consultant.

Your question regarding benefits was the relevant bit here and my advice was to seek medical help in the first instance to possibly negate the need for even thinking about benefits.

Make that appointment with your GP asap

I will do. How do I go about going onto the sick at work? Do I go and tell PR what is going on, or do I do it by telephone.

I suppose it's something of a miracle I've got this old before it getting too much to work.

sp1987

Face1992 wrote: »

Sorry, that first sentence made me:rotfl::rotfl::rotfl: I can just see me thudding around doing karate.

The PMT starts in the run up to the ovulation, so I am kind of normal from 2 days after period starts until about day 10/11..crikey that is really bad isn't it, I'm normal for only a few days a month.

After a few weeks of thudding around you might have worked off so much anger and weight that you are prancing around

enabledebra

Assuming this issue won't be resolved in the short term (although I hope you do find something that helps soon) this sounds more like an employment law issue than a benefits issue. If you have a recurring condition that impacts significantly it can come under the Equality Act legislation (replaced the old Disability Discrimination Act) if it does fall under this protection then an employer should consider adjustments as required (eg a non customer facing role when needed.) I have no idea how likely this is to translate to a real life working situation but maybe you could post on the employment law boards? It would be a shame if this forced you to give up work where alternatives might exist with a little support from your employer.

Face1992

enabledebra wrote: »

Assuming this issue won't be resolved in the short term (although I hope you do find something that helps soon) this sounds more like an employment law issue than a benefits issue. If you have a recurring condition that impacts significantly it can come under the Equality Act legislation (replaced the old Disability Discrimination Act) if it does fall under this protection then an employer should consider adjustments as required (eg a non customer facing role when needed.) I have no idea how likely this is to translate to a real life working situation but maybe you could post on the employment law boards? It would be a shame if this forced you to give up work where alternatives might exist with a little support from your employer.

Should I copy my first post to the employment law board?

And where is it?

enabledebra

There's a CAB board under 'pure money' and an employment, jobseeking and training board under 'Money and Benefits'- I don't really visit them so I can't say which might be best. Maybe have a read of the responses and decide which one you prefer.

nannytone_2

unless you earn over * u think.... not positibe on the figure) £199 a wek, you wont get SSP and would have to claim ESA.
i really cant see then giving you ESA for PMT.

Face1992

nannytone wrote: »

unless you earn over * u think.... not positibe on the figure) £199 a wek, you wont get SSP and would have to claim ESA.
i really cant see then giving you ESA for PMT.

I don't earn anywhere near £199 a week, so I won't qualify for any sick pay then?

enabledebra

the threshold is £107 pw. I can't see an employer keeping up monthly repeats of ssp without considering letting you go though.

Horseunderwater

nannytone wrote: »

unless you earn over * u think.... not positibe on the figure) £199 a wek, you wont get SSP and would have to claim ESA.
i really cant see then giving you ESA for PMT.

Weekly limit this year is £107/week, but for last year it was £102 (and before that was I think £97 and before that it was £95.) So OP could get SSP if they earned over the £107 this year - it is not relevant if they paid NI or not. I should know as I got it last year for 6 months and I did not pay NI, but was earning the £102/week back then. So qualified. Think you still have to have 26 weeks behind you though, which might cross 2 different NI years.
You pay NI for current year at £146/ week and it is that (for contributions ESA that counts) but DWP are using I think the years of 2009/10 and 2010/11 currently (somebody mentioned) - Primary Earnings threshold back then was £110 per week to pay NI for wages for both years. Hope this helps clarify it more.

Torry_Quine

Face1992 wrote: »

For a hysterectomy you mean?
That might be an idea, but would it stop the raging hormones?

No I don't mean a hysterectomy as that wouldn't help as the ovaries aren't routinely removed and that's where the hormones are coming from which cause the problems. There are no doubt many other treatments before that stage.

raven83 wrote: »

Well maybe it is something you could look into, if you have a full hysterectomy (ovaries out) then you shouldn't produce no more hormones, but that is a massive decision to make.

A full hysterectomy doesn't mean the ovaries are removed. It means something else actually, that the cervix is removed as well. Sub-total hysterectomies are rarely performed. Also if the ovaries are removed then you go straight into menapause which could bring its own problems! :eek:

Face1992 wrote: »

I don't earn anywhere near £199 a week, so I won't qualify for any sick pay then?

If you earn enough to pay NI contributions then you would be eligible for SSP. If not it would be income based ESA but as your husband works you wouldn't be entitled.