What happens to CTP weekly payments if I resign from my job?

If the claimant resigns because certified restrictions cannot be accommodated, evidence should show the job demands, medical advice, adjustments requested, duties attempted and employer response. A resignation letter stating only “personal reasons” can make the later causation explanation harder, although the surrounding records may still clarify it.

If workplace conflict, performance action or an unrelated career choice caused the resignation, the insurer may argue the resulting wage loss was not caused by the motor accident injury. That argument does not erase a genuine injury or treatment claim, but it can affect weekly benefits for the lost employment period.

Health and safety come first. This page does not tell a person to remain in harmful employment. It explains why contemporaneous medical and workplace records are important when the employment decision later becomes part of a statutory calculation.

Actual earnings may fall to zero after the final pay period. The formulas can still use post-accident earning capacity where it is greater. Before week 79, that capacity focuses on the pre-accident employment; after week 78, other reasonably available employment may be considered under the broader statutory factors.

Final pay can contain ordinary wages, accrued leave, notice, commission, redundancy or another amount. Obtain the payslip and breakdown. Do not assume the whole bank deposit is earnings for one week, and do not assume a leave payout changes PAWE without checking the statutory character and period.

Worked example: a claimant resigns after repeated failed modified shifts supported by treating notes. Actual earnings become nil. The employer and medical evidence may support accident-related loss, but the insurer may still assess capacity for particular hours. The dispute should address that capacity calculation, not rely on resignation alone.

Ask for a written decision identifying whether the insurer relies on causation, actual earnings, earning capacity, failure to mitigate or another provision. Obtain the final payroll record, resignation communications, Certificates of Fitness and evidence of duties or adjustments attempted.

If new employment begins, report it immediately and provide the rate, hours and payslips. A genuine attempt to return to work does not automatically end the claim, but undisclosed earnings can lead to recalculation and recovery issues.

The amount of weekly benefits can be reviewed through the statutory merit review process. A separate employment dispute about dismissal, adverse action, leave or contractual rights may require employment advice and has different time limits. Do not assume a CTP review protects those rights.