Contingency Claims
A contingency fund is available to cover additional pay costs if an MP’s employee is absent from
work due to:
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Sickness
Maternity leave
Paternity leave
Adoption leave
To claim contingency, the Member must apply in writing to payroll stating the reason for
contingency and expected period to be covered. The period of cover can contain reasonable hand
over periods.
For employees on maternity leave, the period covered is the 26 weeks when the employee is on full
pay plus reasonable handover period.
For employees absent due to sickness, the period covered is the 26 weeks at full pay and 50% for the
next 26 weeks when the employee is on half pay plus any periods if the employee returns on
reduced hours before reverting back to full time.
Pay costs that are allowed under contingency include: Costs of a fixed term employee to cover absence
 Increase in hours of existing staff
 Casual contract costs
 Agency costs when a temporary employee is used through an employment agency
 Ad hoc additional hours worked by existing staff (There is now a drop box to claim from
Contingency on the online timesheets system)
Redundancy Costs
There is no need to request contingency for redundancy payments as it will be allocated
automatically by payroll. Costs covered by contingency are Statutory Redundancy payments and
Additional Redundancy for those on IPSA contracts entitled to double redundancy.
Please note that Payment in Lieu of Notice (PILON) and outstanding holiday pay are not covered by
contingency and are paid from the Staffing Budget.
N.B. Please note, if the application for contingency funding is for covering a projected overspend on
one of the budgets set by IPSA, this needs to be done in writing, addressed to our Policy Team.