Going from SSP to ESA

[Deleted User]

notanewuser wrote: »

As for the switch to ESA, I don't know how much of an issue this leave build up is going to be. Technically if you're on paid leave you're not sick. I'd be asking the employer how this has worked in the past. I wonder whether it might be better to dismiss and pay any outstanding leave entitlement.

(Are they looking to dismiss on ill health grounds at all?)

Not sure whats happening going forward.

Employer use this as just a temporary thing to delay half-pay etc. You go straight back on the sick and it counts as all one sick instance in their mind.

[Deleted User]

Mrs_Ryan wrote: »

I had this. I was paid in lieu of leave and told ESA about this- I was paid twice, once in March at the end of the holiday year and again when I was finally dismissed in October. I was told that it was fine, they do take into account there maybe outstanding holiday pay to be paid.

This is slightly different. She'd be taking a months leave so going back on full pay then back on sick pay.

I guess no reason why she cant keep getting sick notes from GP though. They pay thing is just the way finanically employer does it.

notanewuser

If this is how the employer usually does it, perhaps ask them to explain how it works...?

[Deleted User]

notanewuser wrote: »

If this is how the employer usually does it, perhaps ask them to explain how it works...?

But ESA is nothing to do with them....

notanewuser

[quote=[Deleted User];67039048]But ESA is nothing to do with them....[/QUOTE]

But they must be aware of what's happened for other people!

pmlindyloo

The key thing is the SSP. Once this has ended after the 28 weeks then your partner can claim ESA.

it does not matter about anything else. You can claim ESA after the SSP ends and still continue to get contractual sick pay.

https://www.bristol.gov.uk/sites/default/files/documents/financial_help_and_benefits/ESA%20How%20to%20claim%20March%202014.pdf

As someone has already said as soon as the SSP ends she will be entitled to apply for ESA. All she will need is the SSP1 giving the date of SSP ending and then apply for ESA.

It is the ending of the SSP that gives you the entitlement plus, obviously, continuing fit notes to prove she is unfit for work.

notanewuser

But by getting ESA And full pay from work she'll be better off than she would be at work, which can't be right, surely?!

sheeps68

notanewuser wrote: »

But by getting ESA And full pay from work she'll be better off than she would be at work, which can't be right, surely?!

Not many companies will be paying full pay beyond 28 weeks. Even the most generous firms only do 6 months full pay and then 6 months half pay.

You do have to claim at 28 weeks for ESA even if to only ensure your national insurance is paid.

notanewuser

sheeps68 wrote: »

Not many companies will be paying full pay beyond 28 weeks. Even the most generous firms only do 6 months full pay and then 6 months half pay.

You do have to claim at 28 weeks for ESA even if to only ensure your national insurance is paid.

The OP says they want his wife to return to work (on annual leave) between finishing her full pay and half pay entitlements. So as far as they're concerned she's not off sick and will be receiving full pay for that period. If she also then claims ESA she's telling one government organisation she's well and another she's sick and pocketing more than her full pay for that period.

[Deleted User]

notanewuser wrote: »

But they must be aware of what's happened for other people!

Would have thought so. This is the NHS though so difficult to get sense....