Hi, I’d like a little info on ill health retirement. I was diagnosed with rheumatoid arthritis around 4 years ago and have needed to take time off on the sick when the flare ups have been severe. I had one sick period lasting around 7 months, around 18 months ago and have taken the odd few days on and off since. The pain is chronic through most of my body like the hands, feet and back. Now I am also getting it in my knees and I’ve had to throw the towel in after working at RM for 25 years. I’ve had scans and blood tests confirming a diagnosis of rheumatoid arthritis. I’m simply in chronic pain all the time now and struggle to sleep. If I do eventually fall off to sleep I wake frequently in the night due to the pain.
I went home I’ll after throwing off my round yesterday and because it’s got worse and making its way in joints that I never had issues with before, I am unable to go back. I am of the understanding there are two levels of ill health retirement. The basic level whereby the payouts are way less than they once were and another level for those with end of life illnesses or suffering chronic pain. Would someone be able to explain what the differences are re. I’ll health retirement and what qualifies for chronic pain/illness. I’m worried sick and currently have more questions than answers.
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I’ll health retirement
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Hitbox
- EX ROYAL MAIL
- Posts: 90
- Joined: 28 Oct 2016, 07:46
- Gender: Male
- Location: Greater Manchester
Re: I’ll health retirement
to request it, you need to pop a letter to your manager for a ill health assessment. it'll get sent to HR then and then look into your sickness record. Union cannot get involved. you may need OH assessment to help towards IHR too.
the idea of it is that your medical issues are going to last 9 months plus (what RM class as "Foreseeable Future") and that you cannot perform full duties even with adjustment to duties or finding other types of jobs within RM that is reasonably close to you.
You'll get questions like what is your injury, does it harbour your daily life to what aspects of your job does it affect you to do your job in a efficient manner.
As someone who has gone through it and was successful with the bog standard one (my condition deteriorated since leaving ) , you'll also need a email address so you have access to a online portal site to upload medical records, which you'll need to get from your GP. you can also provide like a medical history statement too.
The 2 types you are referring too
The 1st one is the bog standard payment of lump sum based on years served(non-taxed) + PILON payment (taxed) also based on years served. this is saying that you can no longer work for RM but maybe able to work elsewhere.
the 2nd type is the payment lump sum +PILON+ your pension scheme starts- for this you'll need to prove that you'll no longer able to work anywhere else in any capacity.
I have Chronic Pain (Fibromyalgia) from my initial injury of disc degeneration in L5/S1 + Sciatica- it's not good at all so my sympathies to you indeed.
My injury has existed since Feb 2023, i left RM through ill health in December 2023 after 17 years service and my chronic pain became worse throughout until diagnosed Fibromyalgia August 2024.
It's a much more difficult diagnosis to get as you'll need to create a pain diary, along with blood tests to rule out anything else, physio too- my physio actually diagnosed me with mien -some GP's also will diagnose it- it does sound like you have some type of chronic pain- also you'll get referred to Pain Management team- which is more covers Mindfulness and learning how to cope /live with chronic pain.
the idea of it is that your medical issues are going to last 9 months plus (what RM class as "Foreseeable Future") and that you cannot perform full duties even with adjustment to duties or finding other types of jobs within RM that is reasonably close to you.
You'll get questions like what is your injury, does it harbour your daily life to what aspects of your job does it affect you to do your job in a efficient manner.
As someone who has gone through it and was successful with the bog standard one (my condition deteriorated since leaving ) , you'll also need a email address so you have access to a online portal site to upload medical records, which you'll need to get from your GP. you can also provide like a medical history statement too.
The 2 types you are referring too
The 1st one is the bog standard payment of lump sum based on years served(non-taxed) + PILON payment (taxed) also based on years served. this is saying that you can no longer work for RM but maybe able to work elsewhere.
the 2nd type is the payment lump sum +PILON+ your pension scheme starts- for this you'll need to prove that you'll no longer able to work anywhere else in any capacity.
I have Chronic Pain (Fibromyalgia) from my initial injury of disc degeneration in L5/S1 + Sciatica- it's not good at all so my sympathies to you indeed.
My injury has existed since Feb 2023, i left RM through ill health in December 2023 after 17 years service and my chronic pain became worse throughout until diagnosed Fibromyalgia August 2024.
It's a much more difficult diagnosis to get as you'll need to create a pain diary, along with blood tests to rule out anything else, physio too- my physio actually diagnosed me with mien -some GP's also will diagnose it- it does sound like you have some type of chronic pain- also you'll get referred to Pain Management team- which is more covers Mindfulness and learning how to cope /live with chronic pain.
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max_gain
- Posts: 57
- Joined: 02 Aug 2007, 20:42
- Location: Outer Mongolia
Re: I’ll health retirement
Many thanks for taking the time out to reply. This is the exact info I needed. I won’t be returning to any form of employment.
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phil1966
- Posts: 15
- Joined: 21 Mar 2011, 20:19
- Gender: Male
Re: I’ll health retirement
Could any one explain how Pilon works
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Hitbox
- EX ROYAL MAIL
- Posts: 90
- Joined: 28 Oct 2016, 07:46
- Gender: Male
- Location: Greater Manchester
Re: I’ll health retirement
Straight from Wikipedia
Payment in lieu of notice (PILON) is a payment made by an employer to an employee to compensate them for not working their contractual or statutory notice period upon termination of employment.
Instead of requiring the employee to work through their notice period, the employer terminates the employment immediately and pays the employee a lump sum equivalent to the wages they would have earned during that time.
This arrangement is commonly used when an employer wishes to end the employment relationship quickly, such as to prevent an employee from accessing sensitive information or to avoid disruption within the team.
The payment is typically calculated based on the employee’s normal rate of pay, including basic salary and any contractual benefits that would have accrued during the notice period, such as pension contributions, private health insurance, or company car allowances.
If the employee has unused holiday entitlement, this must also be paid out as part of the PILON.
The exact calculation depends on the terms of the employment contract, and if a PILON clause exists, it will specify the amount and components of the payment.
RM's is based around the years served - cap is 10 years service.
Payment in lieu of notice (PILON) is a payment made by an employer to an employee to compensate them for not working their contractual or statutory notice period upon termination of employment.
Instead of requiring the employee to work through their notice period, the employer terminates the employment immediately and pays the employee a lump sum equivalent to the wages they would have earned during that time.
This arrangement is commonly used when an employer wishes to end the employment relationship quickly, such as to prevent an employee from accessing sensitive information or to avoid disruption within the team.
The payment is typically calculated based on the employee’s normal rate of pay, including basic salary and any contractual benefits that would have accrued during the notice period, such as pension contributions, private health insurance, or company car allowances.
If the employee has unused holiday entitlement, this must also be paid out as part of the PILON.
The exact calculation depends on the terms of the employment contract, and if a PILON clause exists, it will specify the amount and components of the payment.
RM's is based around the years served - cap is 10 years service.