Bankruptcy and employer.

alastairq

PadiusGladius wrote: »

I have breakdown cover bundled in with my car insurance.

....which doubtless adds to the premium?

It's worth finding out how much the premium would be per month, without the B/down cover....?

Or, take an average annual cover which offers the same benefits you have at present.....then add the monthly cost of that? B/down cover is an expected expense.....as is servicing, mot, parts, and stuff...

alastairq

I think the OP is getting the point now?

Just because the OP has certain items as a benefit, doesn't mean the BR estate should 'benefit' from that, perhaps?

TheGardener

PadiusGladius wrote: »

Electricity is on key meter, so can't change supplier or tariff... (rented flat)

Actually - I think you can...MSE Cheap energy clubs says...

"You should check your tenancy agreement to see what it says about switching. But even if your contract bans it, Ofgem's guidance states that if you pay the energy bill, you're still entitled to change supplier."

read more here http://www.moneysavingexpert.com/utilities/switch-prepaid-gas-electricity

and remember to make sure if you are repaying energy debts via your key meter - that the supplier stops collecting any debts from the date of BR

National_Debtline

alastairq wrote: »

That would be a 'breach of confidentiality' on the part of the person/department dealing with pay[rolls].

Such a breach could lead the payroll dept. into deep, hot water, with regards to all sorts of Law......and ..if it occurs, should be pursued to the bitter end.

On a personal, off-the-record basis, the reply should be...'none of your business?'

There is a risk the employer could potentially check the Insolvency Register if they are alerted by an NT tax code. I'm not sure how it would sit with confidentiality laws if a HR Department raised it with the employer though.


James
@natdebtline

TheGardener

Someone in my payroll dept phoned me and expressed surprise and asked if I knew why - they were not being malicious or nosey - they had genuinely not come across it before and did not know they were not supposed to ask. Within many large organisations including the public sector, there are some people in jobs that would be affected by BR and the payroll staff may have an obligation to speak up. However, one would hope it would be done discretely through line management and not 'gossiped' about.