Deloitte refusal to confirm employment termination – impact on income protection insurance claim

TrickyDicky101

steampowered wrote: »

For an insurance policy that they presumably arranged as an employee benefit ! !

OP's hubby had only worked at Deloitte's for a year (as a Senior Manager) so unless they progressed through the ranks there it is entirely possible (or probable) that a policy hubby had been paying for years wasn't arranged by Deloitte's itself.

Perhaps OP could confirm.

Marcon

OP's post gives the relevant details: he has been paying 'for years' into the policy and was only with Deloitte for just over a year so no, it can't have been an employee benefit.

I am puzzled that OP seems to think the policy will pay out just because her spouse was unemployed. Sounds like a misunderstanding - constant use of the words 'on the bench', if they were used direct to Cigna, may have led them to believe this was redundancy.

neilio

His insurance cover is his own, not arranged by Deloitte. I am also a he, not a she.

Malthusian

Marcon wrote: »

I am puzzled that OP seems to think the policy will pay out just because her spouse was unemployed.

I am slightly puzzled as well. Income protection policies generally do not pay out for unemployment. What the OP may have is an Accident Sickness and Unemployment policy, which do, in very specific circumstances.

The problem may simply be that the OP's ASU policy only pays out if he is made redundant, and he wasn't made redundant, hence Deloitte rightly did not fill out the form saying something that wasn't true.

What exactly do the terms of the cover say about unemployment?

Brynsam

Malthusian wrote: »

I am slightly puzzled as well. Income protection policies generally do not pay out for unemployment. What the OP may have is an Accident Sickness and Unemployment policy, which do, in very specific circumstances.

The problem may simply be that the OP's ASU policy only pays out if he is made redundant, and he wasn't made redundant, hence Deloitte rightly did not fill out the form saying something that wasn't true.

What exactly do the terms of the cover say about unemployment?

The same observation has been raised by about four different posters, and OP has chosen to ignore this very pertinent point - so really little merit in adding to this thread without that information.

jonnygee2

The same observation has been raised by about four different posters, and OP has chosen to ignore this very pertinent point

The OP said very clearly (a few times!) his husband has fully explained the termination circumstances to the insurers and they have agreed liability pending a letter that confirms the termination what not a resignation or due to gross misconduct?. See this quote; 'He has explained in depth to Cigna, who has informed him they will pay out if he can prove he was terminated rather than resigning or committing gross misconduct.'

Why wouldn’t a business like Deloitte confirm such termination of employment in writing?

I suspect they believe that it could be used in some sort of claim against them. Employers are very nervy about confirming such things in writing, even when there's no real reason to be nervy.

There is no way to force them to write this letter, as far as I know. Are there any friends or people he knows still working there that might be able to put on a bit of internal pressure? Any senior manager there who you think might be a bit more sympathetic?

Undervalued

jonnygee2 wrote: »

The OP said very clearly (a few times!) his husband has fully explained the termination circumstances to the insurers and they have agreed liability pending a letter that confirms the termination what not a resignation or due to gross misconduct?. See this quote; 'He has explained in depth to Cigna, who has informed him they will pay out if he can prove he was terminated rather than resigning or committing gross misconduct.'



I suspect they believe that it could be used in some sort of claim against them. Employers are very nervy about confirming such things in writing, even when there's no real reason to be nervy.

There is no way to force them to write this letter, as far as I know. Are there any friends or people he knows still working there that might be able to put on a bit of internal pressure? Any senior manager there who you think might be a bit more sympathetic?

Had it been gross misconduct there would have been no entitlement to pay in lieu of notice. So the fact that was paid is at least some evidence on that point.

However it could still have been a resignation with the employer opting not to require him to work his notice I suppose.

Masomnia

I personally quite like the idea of writing to them and saying 'I have not resigned, I am ready, willing and able to work. Please confirm whether or not I am dismissed. If I am not dismissed I expect to be paid in line with my contract of employment.'

If they don't respond bring a claim through ACAS. Why not?

jonnygee2

If they don't respond bring a claim through ACAS. Why not?

You cannot normally go to Tribunal more than 3 months after employment has ended or the event you are complaining about happened. As pay has not been received for over a year and a P45 was issued a long time ago they would not accept the claim.

Middlestitch

neilio wrote: »

For years, he had been paying into an income protection insurance policy with Cigna. He was unemployed for eight months so he is entitled to claim for five months’ unemployment due to being paid in lieu of three months’ notice.

This has caused him a huge amount of stress. He is back at work, but it is nearly a year since he left Deloitte and they are still causing him problems by not providing anything to support his insurance claim.



How can this be resolved?

I've never seen a short term income protection policy with a waiting period of less than 3 months and/or which paid 100% of salary. If he was given 3 months PILON, the policy would normally exclude that from the waiting period - so if he is entitled to claim, it could be for just 2 months - and possibly at 50% or 60% of pay.


Have you rechecked the terms of the policy to see if either or both the above might apply? If might reduce his stress levels a bit if the amount of money at stake is less than he thought.


As to how it can be resolved - did his contract say that he would be given written notice of termination? If not, there is nothing you can do to make Deloitte sign anything.