Terms & Conditions

[hickms]

Can anyone offer the correct advice? Customer (lone parent) was working 16 hours ,now working 14 (signed statement to this effect) Still getting WTC ( presume she has not reported coc to them) She also pays out for child care costs
I don’t think CCC can be disregarded from the date her hours reduced, but I think she still may get the additional income disregard (£17.10)
Is this correct?
Difference of opinion here in the office

[Tamsin]

The additional disregard is a local policy as to whether to allow or not.

Paragraphs BW2.132 and BP2.132 are the relevant notes from the DWP, and the regulations involved are HB sch 4 para 17, HB Sch 3 Parah 16 for Working Age and HB60 Sch 4 para 9 and CTB60 Sch 2 para 9 for Pension Age Claims.

You then need to check how your system has been set up, depending on you decision.

Hope this is of some use.

🙂

[Jon__Blackwell]

[quote:e5683426c6]The additional disregard is a local policy as to whether to allow or not. [/quote:e5683426c6]

Errm, I don’t think so…

… although given the idiosyncratic ways in which LAs apply the AED, you could be forgiven for thinking that it was.

Jon

[Jon__Blackwell]

[quote:b59737ef87]I don’t think CCC can be disregarded from the date her hours reduced, but I think she still may get the additional income disregard (£17.10)
Is this correct? [/quote:b59737ef87]

Do you know why the hours have reduced?

Unless she retains entitlement to WTC 30+ (hours) element, or is/would be entitled to WTC 50+ (age) element, she won’t qualify for AED.

She might keep entitlement to the child care disregard if she’s can continue to be treated as being in remunerative work – either due to incapacity/LCW (see HBR 28(2)) or maternity/paternity/adoption (see HBR 28(14)).

Jon

[Tamsin]

Sorry, this is error on my part, the way in which I had deciphered the notes that I had read recently. Please acept my appologies.

[Author]

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