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    • If you get somebody to cover for you on those last three days, are you saying you are OK?  ie you don't need to go to work in your old job and you can start the new one?  So that gives you what you want - yes?   If you can't get somebody to cover for you, you've got two potential courses of action - which may or may not be mutually exclusive.  First, ask if you can move your termination date forward by three days.  Obviously you won't get paid for those three days and whether your current trust will agree to this depends on what sort of relationship you have with your manager and how much they will need you to work those three days - or how easy you will be to replace.  If they say OK - you win.   Second, you don't turn up for work on those three days.  You will then technically be in breach of contract and in theory the trust could sue you for any financial loss they suffer as a result.  This would be the cost of employing somebody to replace you for those three days.  Will they need to replace you?  I suspect they would not bother to sue you, but nobody can guarantee they won't.  And what if you want a reference from them in future?  If you've already asked to bring your leave date forward, and they've refused, they may rightly conclude that you are taking the pi$$ if you don't turn up on those days, and they won't like it - or rather they won't like you...   Or, as I said before, get your new start date put back three days.   The thing is, your current employer can't extend your notice period unless you agree.  If they won't allow you to take leave owing to you during that notice period, they should pay you for it.  Whether you should write to them as I suggested earlier is more complicated because the situation is much less clear cut than you originally outlined.  (You had implied that they had already refused your request to take leave owing to you during your notice period and that you would have to extend your notice period to allow you to take that leave.  That isn't quite the position, is it?  And they haven't actually said they won't pay you for any leave you don't take, have they?)   Two other things: first, are you changing employer within the NHS?  If you are, it's a possibility that questions may be asked if you are in the pension scheme and you have two periods of full-time employment that overlap.   Second, your manager's email refers to "your last working day".  This is a little ambiguous and can cause a lot of confusion in the NHS.  You may wish to check whether they mean it is the last day of your employment (ie including any leave you are taking) or is it the last day you are actually present working.  Do you see the difference?  Managers often get hopelessly confused by this without HR guidance.  (And HR often get it wrong).   It's a pity you can't or won't seek union guidance if you are a member - that's what you pay for.
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    • Hi,  
      I was in Sainsbury’s today and did scan and shop.
      I arrived in after a busy day at work and immediately got distracted by the clothes.
       
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Mrs_Jeeps

ESA/housing benefit etc

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HI Evereyone

 

I'm wondering if anyone could help with what my mother in law could potentially claim.

 

She is unable to work for a variety of reason inc athritis, gall stones etc but at present does not claim anything for whatever reason.

 

She is seperated from her partner and her only income was some rent from her eldest son who only returned home on the weekend, so stays at home 2 days a week.

 

Could anyone tell me what she would be able to claim and the amounts?

 

Cheers:)

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There isn't enough information in your post to say. Assuming she is under pension age, she may be able to claim ESA, and possibly housing benefit/council tax benefit. Any amounts would depend on her particular circumstances, and it's unlikely that message board posters could make a sensible guess at that.

 

Here's some information.


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isn't this what CAB is for?

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Fortunatley I've done my stint at the CAB but before esa came in and wasnt entirely sure how it worked. ;)

 

It's not easy to explain succinctly how it works, but roughly:

 

Your MIL must be under 60 and ill with supporting medical certificates. What she would possibly receive would depend on many factors, such as her previous NI contributions, or her present income. In some cases the income of a partner would be considered, as would any savings/capital she may have.

 

She would probably (but not certainly) need to attend various interviews at a local Jobcentre, and also a medical at a local(ish) office. The idea behind the medical is that it focuses on what she *can* do, not what she can't.

 

The variables are huge, and there's no way anyone can say for sure what she might be entitled to. She can claim by calling 0800 0556688.


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The idea that all politicians lie is music to the ears of the most egregious liars.

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