Unpaid during break in employment

There are two different situations to be considered.

Holidays not included in contract

Sole parents who had an employment contract that does not include employment over the holiday period may qualify for Sole Parent Support because they only expect to return (do not have a new contract) to that employment. At the most they have an expectation of returning to their employment. The initial stand-down rules will apply.

Insufficient income to cover holiday period

Where the employer closes the business for a holiday period and the employee must take paid leave, but, do not have enough holiday pay to cover the holiday period (for example Teacher Aides with a contract to return to that employment). The employee may qualify for Sole Parent Support.

In these instances, most clients would generally qualify for the statutory benefit. However, in cases where the client's income precludes entitlement to the benefit, that is, their income is such that Sole Parent Support would be paid at a disqualifying rate or the rate of payment would be insufficient, you should consider paying Emergency Maintenance Allowance on the grounds of hardship.

If a client qualifies for more than one benefit they must be told which benefit is the most beneficial for their particular circumstances.

For more information see:

Qualifies for another benefit

Additional criteria

To qualify for Emergency Maintenance Allowance there are other criteria the client must meet.