Communications between UC & PIP

Soapkate

Hi..... I would love to get the opinions of experienced users of the benefits system about this.

I have a client who has UC with LCWRA and PIP at enhanced rates for both components.   

They recently accepted a job offer, to work 18 hours per week.  

I know that they have to report this change of circumstances to UC, but for PIP, as I understand it, technically speaking they don't,  they only have to report a significant change in their health condition.  

If their UC is reassessed and they are found fit for work,  is there a possibility that PIP could become aware of this? e.g. would UC flag this up to PIP?

I am just not sure how much communication is there between these two DWP depts.

Any feedback appreciated!

Albus_Scope

Hi @Soapkate apologies that noone has been able to answer your queries, it was a very busy time and sometimes posts get pushed down the listing quickly.  So hopefully by me posting, it'll get you back to the top of the page.

How have you and your client been getting on with things?  It seems the different DWP departments have little to no communication with each other when it comes to information on file. But people are able to work fulltime whilst claiming PIP, so there's not a worry there. 

JonnycJonny

PIP is a non means tested benefit and has nothing to do with UC. There may be some overlap in terms of descriptors between PIP and the Work Capability Assessment but they are entirely different benefits.

poppy123456

woodbine said:

as long as the job does contradict the reasons for claiming PIP

Typo that should read "doesn't" and not does. 

WhatThe

It is all DWP 

poppy123456

WhatThe said:

It is all DWP 

That doesn't mean they communicate with each other. UC very rarely communicates with other departments.