Can I claim TPD after resignation or redundancy if I also have workers compensation history?
Short answer
Often yes, but timing and evidence sequence matter. Resignation or redundancy does not automatically end TPD rights. However, your employment records, workers compensation documents, and medical evidence must be aligned with your super fund’s TPD definition.
Why this scenario can become complicated
- Employment end-date becomes a key reference point: insurers and trustees often examine what happened before and after you stopped work.
- Workers compensation history creates a paper trail: prior capacity assessments and return-to-work plans may be compared against your TPD evidence.
- Reason for leaving work matters: resignation, medical retirement, and redundancy can each produce different supporting documents.
Documents to gather early
- Employment separation documents (resignation letter, redundancy notice, termination records).
- Workers compensation decisions, certificates of capacity, and settlement/redeem papers if any.
- Treating doctor and specialist reports focused on function, restrictions, and prognosis.
- Superannuation membership and policy-era details confirming which TPD definition applies.
Common sequencing mistakes to avoid
- Waiting too long after leaving work before obtaining targeted medico-legal evidence.
- Submitting inconsistent work-capacity narratives across workers compensation and TPD materials.
- Assuming redundancy itself proves TPD eligibility without medical and vocational support.
- Ignoring notice deadlines or document requests from trustees/insurers.
Important: This page is general information only, not legal advice. Eligibility and outcomes depend on policy wording, evidence quality, and your personal circumstances.
Related guides
Can I make a TPD claim after stopping work? · Can I claim TPD after a workers compensation settlement? · Evidence required for a TPD claim