Why is the client moving to a limited employment location?

You will need to work closely with your client to see if their reasons for wanting to move to a limited employment location can be addressed in a way that alleviates the need to move.

Examples of reasons and possible solutions are as follows:

• a client planning to move to escape a difficult situation in their current location may be encouraged to move to an area where there are employment opportunities available, rather than a limited employment location
• a client moving because they are having difficulty managing high housing costs may also be encouraged to move to a location with low-cost accommodation that is not a limited employment location. Alternatively, you could refer them to an agency offering budgeting advice, or see if they are eligible for Accommodation Supplement, Temporary Additional Support or social housing
• a client planning to move to take care of a sick relative may be eligible for Supported Living Payment (caring for a person). Clients who receive this or other non work-obligated benefits are not affected by the limited employment locations policy
• a client planning to move for cultural reasons should be assisted as appropriate to work out whether, and how, they can meet their work obligations in that location

Depending on the client's reason for moving, it may be appropriate to assess their eligibility for other forms of assistance that may help them remain in an area where there are employment opportunities available. These may include:

• Accommodation Supplement
• Disability Allowance
• Child Disability Allowance
• Childcare Assistance Programme
• Temporary Additional Support

For more information see:

• Decision guidelines - clients moving to a limited employment location
• Deskfile Limited employment locations
• Supported Living Payment Introduction
• Social housing Assessment of eligibility