Many people delay investigating TPD because they think they need to have formally left their job, been dismissed or received a medical discharge first. In reality, your employment status at the time of investigation is less important than the nature and permanence of your condition.
What matters for TPD while on sick leave
You may be able to pursue a TPD claim while still technically employed and on sick leave if:
- Your medical condition is expected to be permanent
- Your treating doctors have indicated a return to your previous work is unlikely
- You have had a prolonged period away from work (typically 3–6+ months)
Most policies require that you have been continuously absent from work for a specified period (often 3–6 months) before claiming, although some don't. Check your policy's waiting period provisions.
Acting early is better than waiting
TPD time limits exist in many policies. Waiting until your employment formally ends — which could be months or years away — risks missing claim windows. Starting the eligibility assessment early is low risk and costs nothing. Try our free eligibility check.