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I'm an NRP and am paying the ex through the CSA (her choice) for one child.
My job situation is going to change shortly, and I'm not sure where I will stand with the CSA.
I'm going to have to resign from my job soon, because my employer has made it impossible for me to continue. I'm going to be taking them to the Employment Tribunal, but that's a side issue.
Therefore, I'm going to be unemployed for a while, then (hopefully) getting another job, which won't be as well paid as the one I have at present.
I'm not sure how the CSA will view this, as I've heard horror stories about this sort of thing in the past, where they have taken a dim view of this action and not reduced the payments.
So... I would like some advice on what approach to take with them, and what I might expect in terms of attitude.
All advice and comment gratefully received...
As far as I am aware, the CSA can only take your current situation into account as long as they have the information and as long as you aren't acting simply to avoid paying maintenance. I would say that as soon as you get a date for the end of your employment, let the CSA know that you will be unemployed, and then back this up with the P45 as soon as you have it - that way the effective date for the reduction in maintenance should be the date you finish work. If you get any resistance from the CSA, then contact your MP as soon as possible. Of course, it goes the other way as well - as soon as you know you will be starting a new job, then let them know that as well.
Thanks for that 🙂 My worry is that they could think I *am* doing this to avoid and/or reduce my payments. Nothing could be further from the truth...
Any tips on what approach I should take?
I am so not a fan of the CSA but I don't see that there is any reason for them to know why you are not working, just that you are not working and in this day and age, I suspect there must be very many of those! what with all the redundancies etc.
What I would say is be very careful with constructive dismissal, have you sought legal advice about your situation. Constructive dismissal is "notoriously hard to prove" as has been said to me!
Thanks for the warning about constructive dismissal , but I'm in a situation now where I don't have many options. My employer has manoevred (sp ??) me into an impossible situation - they are going to sack me for "underperforming", unless I resign first. I'm being supported by my Union, who I hope will back me in an approach to the Tribunal. Whether that will be successful, is anyone's guess.
The long and short of it, is that I will be unemployed for a while, then getting a lower paid job. Lower pay is certain because my employer has the highest salaries in this area by a long way, and due to family ties (primarily my CSA-age child) I'm not going to move away.
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