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Gaynor7

I resigned from my job with Progressive Care the end of December 2024. When I got the job (November 23) I signed a 2 year contract, but would be unable to work the 38.5 full time hours pw, as I had MS. I commenced the position working 25 hrs per week.

The job entailed watching families 24/7 over CCTV while they were on a 12 week programme to provide information to social workers, who then decided if they were providing safe and sufficient parenting.

Upon starting the job I was surprised to find that the position involved going to the apartments(these were laid out over 3 floors, whenever the parent buzzed for support. 24/7 (no lift available) also to clean and redress (entire apartment kitchen/bathroom etc) when each family completed their programme(not just hoover and dust .... oven, bath, carpets, cupboards).

I'm not a lazy person, and actually enjoy cleaning and my own home is spotless...but the majority of this was completed during the night, whilst still being on call to apartments.

The position also involved, taking families on activities, usually walks in good weather, I an NOT able to do this safely! but was still expected to.

After trying to complete the role, to the best of my ability. I suffered relapses (both mentally and phsically) so was unable to work (doctor and MS nurses advice).

I was on sick for 14 weeks (unpaid, as I received a letter from Progressive Care that I wasn't entitled to, as I wasn't contracted to enough hours.

I have today received an email stating that I owe 2,798 in training costs (training was compulsory, and you wernt allowed to not complete it, if u were told to by managment. (I dont have any certificates which say I have completed the courses). surely this cant be allowed if you are unable to safely complete the role, and resign due to ill health.

Any thoughts and advice, as to what to do in this situation, would be MASSIVELY appreciated.

Gaynor7

Holly_Scope

Hi @Gaynor7 I'm so sorry to read what you're going through with this company. It definitely looks like the job was much more than you were initially told and I'm really surprised they're attempting to charge you for the training as well.

Unfortunately we can't provide legal advice but I'd recommend speaking to a legal professional about this.

Citizen's advice might be able to offer some advice too if you wanted to try them first as a free service - Work - Citizens Advice

I really hope you can get this resolved swiftly and they withdraw this attempt to charge you.

Best wishes,

Sandy_123

@Gaynor7 that sounds awful and I wonder if they have proof of you attending the courses,either way see someone, were you a member of a union? If not get some advise.

Gaynor7

I wasn't a member of the Union, I wish I had been. Think I will definately be getting advice from citizens advice 🤔

Rosie_Scope

Hi @Gaynor7, sorry to hear about your situation, that sounds stressful!

Have you had any contact with ACAS about it? They can often advise you on your rights with these sorts of things so it might be worth getting in touch if you haven't already:

Acas | Making working life better for everyone in Britain

Gaynor7

I am going to ring ACAS tomorrow and seek advice..I get that breaking a contract is not allowed, but surely doing this on medical grounds is a different matter.

MW123

https://forum.scope.org.uk/discussion/comment/984922#Comment_984922

I personally think you have done well to manage with the employment as long as you did, and I’m confident this can be resolved in your best interests. Your employer's claim that you were not entitled to Statutory Sick Pay due to contracted hours is likely incorrect. SSP eligibility depends on being an employee, earning at least £123 per week (2024/2025 tax year), and being sick for at least four consecutive days. If you met these criteria, contracted hours are irrelevant, and your employer should have paid you. Be sure to mention this to ACAS tomorrow.

Employers can lawfully recover training costs if a clear written agreement exists, either in the employment contract or a separate training agreement signed before the training began. Most agreements use a sliding scale repayment structure to ensure fairness if an employee leaves early, typically requiring 100% repayment within the first year, 50% within 12–18 months, and 25% within 18–24 months. However, these terms can vary between companies.

I really wish you all the best, and I’m sure this will be resolved in your favour.

Gaynor7

Thanktou for your advice, it really helps, if you speak to someone that can give correct information. X

Gaynor7

ACAS are unable to advise on the matter as its a legal on, so have suggested I contact a Lawyer and maybe Citizens Advice.

MW123

@Gaynor7

It’s disappointing that ACAS couldn’t assist. Have you checked your motor, household contents, and buildings insurance policies? You may have access to free legal advice on a variety of subjects, including employment-related matters, as part of your cover.

I’ve heard positive feedback about a charity called YESS, which specialises in employment law. They offer a free initial 20-minute consultation, after which, if you decide to proceed, they’ll agree on a fee based on your income. People on lower incomes typically pay less than those on higher incomes. You can either pay an affordable hourly rate or a fixed fee for the entire service. Might be worth giving them a call.