just over 4 years agao I was diagnosed with cancer followed and to date with serious depression and numerous other illnesses. At the time of diagnose I lost my job but did have PPI on my card which I used at the time . However during the time when PPI (barclaycard Insurance) was paying of my card Barclaycard continued to increase my credit limit instead of freezing my account. At my most depressed I continued using the card and am now up to my eyeballs in debt. With no job and Barclaycard chasing me for payments I really dont know where I stand or even where to turn to. . I have asked Barclaycard to explain why when my account was being paid of my their insurers and it was clear that I was ill and unemployed why they took advantage and kept the account open and kept upping my limit. To date I have no response.Anyone out there know what the legal requirment are on this situation.

Hi all, I've been off work due to illness for a year now and have finally admitted to myself that I won't ever be going back. I've therefore about to write to my employers with my resignation. Before I do though, I just want to make sure I know what I'm entitled to and that I don't get ripped off in any way. I've googled and googled but haven't been able to find definitive answers to the questions below. I'm hoping someone on here has been in a similar situation and can provide some info. I gather that any holiday pay I've accrued is still owing to me, but what happens where there is a 'use it or lose' clause in your employment contract? I had 3 weeks holiday pay owing to me in January this year, but any holiday owing has, by contract, to be taken by the end of January or be lost. However, as I'm ill I wasn't in a position to take all my holiday. Have I lost that 3 weeks pay or am I still entitled to it? (I have asked my employers, but they've been vague in their replies... ) My SSP stopped in March and I've been on ESA ever since. If I resign will I still be owed month's wages in lieu of notice or will I get nothing at all as I'm not currently receiving any pay from my employers? Is it correct that neither holiday pay or money paid in lieu of notice will affect my ESA? Hoping someone can help...

I wonder if anyone can advise me on this matter? My sister suffers from bi-polar disorder, having been officially diagnosed at the start of the year after a long history of severe depression. She is currently in receipt of DLA and as far as I know, aside from Housing Benefit, this is her only income. Since our mother died in March she has become severely agoraphobic and hardly ever leaves her flat or opens the curtains. A few weeks ago she was persuaded to move in with our father, and so I have been collecting her mail and passing it on to her. This week when I went to pick up her mail after a 2 week absence, it included 8 separate giros, totaling over £3k, for the same 2 week period. As far as I can tell this was a genuine clerical/official error by the DWP, as she has not made any changes in her claim or informed them of changed circumstances. She is convinced that the payments represent a backdated amount that she is entitled to, but there is no accompanying letter to say as much, only the bog standard 'here's your money' letter they always sent fortnightly with 1 giro. Of course this error has been seen by her as providence and something she should be able to take advantage of, a theory fuelled by all the articles you can find online about the DWP being unable to take people to court for overpayment if it's due to a official error. I told her they will dock her benefit for the next 2 years when they realise the mistake, but she doesn't seem to understand that this will have long terms effects. It's money sent by the Gods as far as she's concerned. So my question is this. If I were to inform DWP of this, would she immediately be in hot water or would the fact that she is mentally ill be mitigation of some kind? And is she right, is overpayment by a technical error something that can't be reclaimed through the courts?

Hi, as I expected I was dismissed this week from my job due to being ill for a considerable time, also they cannot provide me with alternative work that I could do. What I wanted to know is as I am on ESA(support group) will the back holiday pay and pay in lue of notice affect my benefit, do I have to tell them I have received this? Most of it will be from holiday pay from last year when I was on SSP not ESA.

hi im hoping for a bit of help 15mths ago i was diagnosed with copd i informed my place of work in the last few months my symtoms have got worse i have problems with chemicals we use in work and stairs are a problem for me once again i informed work and they put me on restricted duties which have been working for me now after seeing a oh doctor who has advised that i could continue to work for yrs with the restricted duties in place now some people i work with have complained that they are having to do extra work with me on the shift it now seems work want to finish me on what they call ill health dismissal which means a one month notice and thats it can they do this? work have a insurance policy which pays out 75% of my basic salery but they tell me i do not meet the criteria for this but have not told me what the criteria is yet i have not been off work unreasonably due to my illness i no this is long winded but just hoping for some advice thanks in advance

Wonder if anyone can give me a few pointers when I attend this meeting please? Brief history...was taken ill Feb 14th 2011 spent 5 weeks in hospital, in which time I had to have an operation to repair a ruptured intestine and after suffered many serious post-op complications, I have kept my work Manger informed of my progress or lack of it, supplied sick notes as needed. My sick pay ended after 26 weeks and am now on ESA(support) and DLA. I cannot return, as yet, to my employment due to my wound refusing to heal and being an infection risk, both for myself and the people I would be caring for,also will need further surgery to correct some complications caused by the first operation. The letter that arrived today informing me of this meeting mentions the points that will be covered by the meeting such as impact on the team, impact on management team, impact on the employee and cost. I understand the problems of replacing me with another member of staff but as for management time and cost...well other than a meeting lasting 10 to 15 mins every couple of months no other management has been involved and as for costs, they didn't pay me any sick pay and have not received any holiday pay that I think I was entitled to over the past year. Can anyone confirm that I am entitled to accrued holiday pay when I am on sick leave or am I mistaken? Also they asked my Doctor if he would class me as disabled which he answered yes, should they offer me another position in the company? I work in one of the largest private health care providers in this country.