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Usually, you cannot assume that workplace critical illness cover follows you after employment ends. In the UK, the employer’s scheme rules and insurer wording decide whether cover ends on your leaving date or later, and whether any separate personal-policy route exists. There is no universal rule in the insurer materials considered here that guarantees portability.
Aviva says group cover may end on the day you leave or at the end of that month, depending on the scheme. Legal & General says an insured person cannot continue its group cover at their own expense after stopping work for the employer. Ask HR and the insurer for the exact end date and any individual replacement option before your employment ends.
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What happens to workplace critical illness cover when you leave?
Employer-paid critical illness insurance is normally tied to membership of a workplace scheme. Leaving the employer generally means you no longer satisfy that scheme’s eligibility conditions, but the precise result is contractual rather than set by one UK-wide portability rule.
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The exact end date is scheme-specific
Aviva’s stated alternatives
Aviva’s Group Critical Illness Cover FAQ (document reference GR03266 09/2023) states: “Cover will end either on the day you leave or at the end of the month of leaving your employer. Please speak to your employer for when cover ends for your scheme.” That wording establishes two possible dates, not one rule for every Aviva workplace arrangement. Your employer must identify which date applies under its scheme.
Legal & General’s position for its group policy
Legal & General’s Group critical illness cover: a technical guide for employers, section 9.0, says: “No, an insured person cannot continue cover at their own expense if the insured employee stops working for you.” The same guide explains that cover stops when the employee leaves the employer or no longer meets the policy’s eligibility conditions.
That is a clear term for the Legal & General group policy described in the guide. It should not be presented as a universal rule for every insurer or employer scheme.
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| Source | What it says about leaving | What is not established |
|---|---|---|
| Aviva Group Critical Illness Cover FAQ, GR03266 09/2023 | Cover ends either on the leaving day or at the end of the month, depending on the scheme. | The FAQ does not establish that every scheme uses the same date or offers a personal conversion policy. |
| Legal & General group technical guide, section 9.0 | An insured person cannot continue that group cover at their own expense after stopping work for the employer. | The guide does not prove that all other insurers prohibit self-payment or lack individual options. |
Leaving is different from being temporarily absent
Termination of employment is not the same as a period of leave during which you remain employed. Legal & General says its cover can continue during specified family leave where the employee remains entitled under the employment terms. Aviva’s policy wording likewise describes some temporary absences as potentially covered when employment is maintained and the premium and membership conditions continue to be met.
Ask how the scheme treats maternity, paternity, adoption, shared-parental or other approved leave. An absence may preserve eligibility, while resignation, dismissal, redundancy, retirement or a move to another employer may end it. The answer depends on the wording and your employment status at the relevant date.
Can you keep paying for the group policy yourself?
Do not assume that offering to pay the premium will preserve membership. Under the Legal & General group terms cited above, self-paying is expressly unavailable once the insured employee stops working for that employer. Another scheme could use different wording, so ask your own insurer rather than relying on a general statement.
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Even where an insurer offers an individual product, that may be a new contract rather than a continuation of the employer policy. It could have different definitions, exclusions, benefit limits, premiums, term and underwriting requirements. Treat any proposed personal cover as a separate application until the insurer confirms otherwise in writing.
Is there a replacement or conversion policy?
The available insurer materials do not promise an individual conversion or continuation policy for every workplace scheme. They also do not guarantee acceptance, preservation of existing exclusions, transfer of the same benefit amount or exemption from medical questions. Those features must be confirmed for your scheme.
Questions to resolve before applying
- Is the option a continuation of the group contract or a new personal policy?
- What is the application deadline measured from the leaving date?
- Will medical evidence, health questions or full underwriting be required?
- Do existing exclusions, special terms or premium loadings carry over, or are they reassessed?
- Which illnesses are covered, and how are they defined?
- What benefit amount is available compared with the workplace amount?
- What is the initial premium, how can it change, and for how long can the policy run?
- What happens if an application is submitted but the group cover ends first?
What to do before your employment ends
- Request the governing documents. Ask HR for the current policy wording, schedule, member guide and any certificate showing your participation. If the employer uses a benefits portal, download copies before your access is closed.
- Ask for the contractual end date. Put the question in writing: “On what date and, if relevant, at what time does my critical illness cover end under this scheme?” Ask HR to identify the clause or obtain confirmation from the insurer.
- State your employment scenario. Tell HR whether you are resigning, being made redundant, retiring, transferring to another group company, serving notice or taking garden leave. The wording may treat these events differently.
- Ask about an individual route. Request confirmation of any continuation, conversion or replacement policy, the deadline, the application process and whether medical evidence is required.
- Compare the proposed cover. Check illnesses and definitions, exclusions, benefit amount, premium structure, policy term and underwriting against your existing certificate. Do not compare only the headline payout.
- Apply early if you choose replacement cover. A new policy may require health information or an insurer decision. Ask when cover would start and whether it depends on acceptance before the group policy terminates.
- Keep the written record. Save emails, the scheme schedule, insurer replies and your application. They establish what was communicated if the end date or eligibility is later disputed.
Questions to ask HR or the insurer
- What date does my membership end under this specific scheme?
- Does cover end on my last working day, my employment termination date or month-end?
- Does notice, paid garden leave or a period away from the workplace change that date?
- Does redundancy, retirement or transfer to another employer affect eligibility differently?
- Can I continue, convert or replace the cover, and is that option written into the policy?
- What deadline applies, and where do I obtain the application form?
- Is medical evidence required, and will the insurer reassess my health?
- Would existing exclusions or underwriting terms be preserved?
- How do the covered conditions, definitions, payout and premium compare with the group policy?
- If I am on family or other approved leave but still employed, does membership and premium payment continue?
Aviva’s FAQ specifically directs members to their employer for scheme-specific information. For any insurer, ask for a written answer that identifies the policy and version applying to you.
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How common departure situations should be handled
Resignation or dismissal
These events normally trigger the scheme’s leaving-employment rule, but the policy may measure the end at the date employment legally terminates rather than the day you stop attending work. Confirm the date instead of relying on an informal workplace explanation.
Notice and garden leave
Being paid during notice or placed on garden leave does not automatically answer the insurance question. You may remain an employee for one purpose but cease to meet a scheme condition for another. Obtain the insurer’s interpretation of the wording.
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Redundancy
A redundancy package may include salary or other benefits after your last working day, but that does not prove critical illness cover continues. Ask whether the policy links eligibility to active employment, employment termination or another condition.
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Retirement
Retirement can be treated as leaving even when it is planned and benefits are being paid. Check the end date and any individual option before the retirement date.
Transfer to another employer
Moving to a different company, including a group company, may end membership in the original scheme. The new employer’s benefits must be checked separately; do not assume that cover transfers with you.
Family or other approved leave
If you remain employed and continue to meet the scheme’s conditions, cover may continue during specified leave. Confirm whether premiums are paid, whether benefit eligibility is unchanged and what happens when the leave ends.
What if the group cover has already ended?
Contact HR and the insurer immediately and ask for the policy clause, the recorded termination date and any available application deadline. If you are considering personal insurance, disclose the end of the group cover and ask when a new policy would become effective. Do not assume a backdated start date or that an application restores a claim under the former scheme.
If a claim event occurred near the disputed date, keep employment records, payslips, benefit statements and all correspondence. The policy wording, the date employment legally ended and the insurer’s administration records will be relevant to the claim decision.
Common mistakes to avoid
- Assuming all UK schemes are portable. The insurer examples show different wording and do not establish a market-wide right.
- Using the final payroll date as the insurance date. Aviva identifies either the leaving day or month-end, depending on the scheme.
- Assuming self-payment works. Legal & General’s cited group policy expressly rules it out after employment stops.
- Confusing leave with leaving. Approved family leave can be treated differently while employment continues.
- Expecting identical replacement cover. A personal policy may change definitions, exclusions, benefit amount, term, premium or underwriting.
- Waiting until after access to employer systems ends. Obtain documents and written answers while you can.
- Relying on a verbal assurance. Ask for the applicable clause and a dated written confirmation.
How to compare a replacement policy with workplace cover
| Comparison point | What to check | Why it matters |
|---|---|---|
| Contract type | Continuation of the group policy or a new personal contract | Determines whether former scheme terms carry over. |
| Medical underwriting | Whether health evidence or a new assessment is required | A new assessment can affect acceptance, exclusions and price. |
| Covered illnesses | Condition list and precise claim definitions | Similar labels do not guarantee identical definitions. |
| Exclusions and special terms | Existing exclusions preserved, removed or reassessed | Changes can alter the circumstances in which a claim is payable. |
| Benefit amount | Lump-sum level under the new policy | The personal option may not match the workplace benefit. |
| Premium | Starting cost, review terms and possible changes | Employer-paid cover and personal premiums have different payment responsibilities. |
| Policy term | How long cover can continue and any age limits | Determines whether protection lasts for the period you need. |
| Deadline and start date | Application cut-off and when accepted cover begins | Prevents an avoidable gap between policies. |
Bottom line
Workplace critical illness cover is usually linked to employment, but the date and available choices come from your own scheme documents. Aviva describes an end date on leaving day or month-end, while Legal & General rules out continuing its cited group policy at the employee’s expense. Before you leave, secure the wording, obtain a written end date and ask whether a separately underwritten personal policy is available and what it would change.
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