As someone who recently went through this exact process, I can confirm what others have said about legitimate stipends not counting toward the earnings test. I started collecting SS at 62 while continuing travel nursing part-time, keeping my taxable wages under the limit. One tip that helped me: I created a spreadsheet tracking my monthly taxable wages throughout the year to make sure I stayed under $22,320. Since travel nursing pay can vary by assignment, it's easy to accidentally go over if you're not monitoring closely. Also, when you do visit the SSA office, bring copies of a few recent paystubs showing the breakdown between taxable wages and stipends. This helped the representative understand my situation better and gave me more confidence in their answer. The visual really seems to help them grasp how travel nursing compensation works since it's not typical for most jobs.

I'm a retirement benefits specialist and want to clarify something important that hasn't been mentioned yet. While everyone is correct that legitimate travel nursing stipends don't count toward the Social Security earnings test, you need to be very careful about the IRS "tax home" requirement. For stipends to remain non-taxable, you must maintain a legitimate tax home (usually where you have ongoing financial obligations like rent/mortgage) and your travel assignments must be truly temporary (generally under 1 year). If the IRS determines you don't have a valid tax home or that an assignment isn't temporary, those stipends could be reclassified as taxable income retroactively. This would not only create a tax liability but could also push you over the SS earnings limit for years you've already collected benefits, potentially creating an overpayment situation. Make sure you're working with a tax professional familiar with travel healthcare workers to ensure your stipend structure meets all IRS requirements before making any SS decisions.

I'm new to this community but wanted to add my perspective as someone who just went through this exact decision last month! I was in almost the identical situation - on SSDI for about 2 years due to a spinal injury and needed to access funds from my old federal TSP account. Like you, I was terrified about potentially affecting my SSDI benefits. After doing extensive research and reading threads like this one, I went with the TSP loan option and I'm so glad I did! I borrowed $7,500 and chose a 4-year repayment term, which gives me monthly payments of about $165. The process was smoother than I expected - I called TSP first like others suggested, and they walked me through everything. The loan was approved within a few days and funds were in my account in about a week. Most importantly, my SSDI benefits were completely unaffected (as everyone here correctly stated). The peace of mind has been worth everything. Instead of losing 30%+ to taxes and penalties with a withdrawal, I'm paying myself back at a reasonable interest rate. Highly recommend the loan route if your monthly budget can handle the payments!

As someone who's been on SSDI for about 6 months now after a work-related accident, this entire thread has been incredibly reassuring and educational! I've been in a similar position wondering about accessing my old TSP funds without risking my benefits. The unanimous consensus here that TSP withdrawals don't count as earned income for SSDI purposes has really put my mind at ease. I was so worried about accidentally crossing the SGA limit and losing my benefits over what should be MY own retirement money. What's really impressed me is how everyone has steered the conversation toward the TSP loan option instead of just answering the basic question. Reading about actual monthly payment amounts ($165-190 for loans in the $6,500-7,500 range) and the quick approval timelines has me seriously considering this route for my own situation. I had no idea you could still take TSP loans after leaving federal service, or that the interest you pay goes back into your own account. That changes the whole equation compared to depleting the account with taxes and penalties. Thank you to everyone who shared their real experiences - this kind of peer support makes navigating disability benefits so much less overwhelming!

As someone who's been through the Social Security maze, I'd strongly recommend getting everything documented BEFORE you make any changes. The SSA looks very carefully at timing when business structures change right before benefit applications. One thing I haven't seen mentioned - make sure you understand how the spousal benefit calculations might be affected too. If your husband is younger and will be claiming later, there could be strategic considerations about when each of you files that a good retirement planner can help optimize. Also, keep detailed records of your current work split (50/50 as you mentioned) and how that will genuinely change after the transfer. The more documentation you have showing this is a real business evolution rather than just a benefits strategy, the better position you'll be in if questions arise later. The professional consultation fees are definitely worth it to avoid potential overpayment issues down the road!

I went through something similar when I was 62 and wanted to claim early benefits while still involved in our family consulting business. Here's what I learned from working with a retirement-focused CPA: The IRS has specific "material participation" tests that determine whether you're truly stepping back from the business or just changing titles. Simply transferring ownership while maintaining the same level of involvement won't fool anyone. You need to genuinely reduce your participation AND document it well. Some practical steps that worked for me: - Changed my role to specific project-based work with clear deliverables - Set up separate invoicing as a contractor with different payment terms - Moved my "office" out of the main business location - Had my spouse take over client relationships and day-to-day decisions The key is creating a paper trail that shows REAL operational changes, not just legal ones. I also waited 8 months between restructuring and filing for benefits to establish the new pattern. One warning: if you're earning over the annual limit ($21,240 for 2025), Social Security will still reduce your benefits regardless of how the income is structured. Make sure your projected contractor income keeps you under that threshold if you want to avoid the earnings test penalties. Good luck - it's definitely doable but requires careful planning!

This is such great news! I'm so glad you found a benefits counselor who could walk through the numbers with you. The 20 hours/week plan sounds very reasonable and gives your son a real chance to build work experience without jeopardizing his benefits. One thing I'd add - make sure to keep detailed records of his actual hours and wages each month, not just what's planned. Sometimes retail schedules can fluctuate, and you want to make sure you're tracking if he accidentally goes over in any given month. Also, don't forget to report his work activity to SSA proactively, even though he's staying under the limits. It's better to over-communicate than have them think you're hiding something later. Good luck to your son with his new job opportunity!

As a newcomer to this community, I've been following this thread with great interest since I'm facing a similar situation with my own adult daughter who has disabilities. The information everyone has shared here is incredibly valuable. I wanted to add one thing that might be helpful - when you do connect with SSA (hopefully through that Claimyr service), ask them about getting a written confirmation of your son's work plan. Some offices will provide a letter stating that working X hours at Y wage should not affect benefits, which can be helpful documentation if any issues arise later. Also, I noticed several people mentioned the importance of keeping detailed records. Consider setting up a simple spreadsheet to track his monthly earnings, hours worked, and any communications with SSA. This has been a lifesaver for families I know who've had to dispute overpayments or other issues. Thank you to everyone who shared their experiences - both the success stories and the warnings. It's clear this system requires careful navigation, but it's encouraging to see that with the right preparation and professional guidance, it is possible for our kids to work while maintaining their benefits.

As someone new to this community, I want to thank everyone for sharing such detailed and helpful information! I'm in a similar situation with my adult daughter who has autism and receives DAC benefits. Reading through all these responses has been incredibly educational. I especially appreciate the specific numbers and timelines that were provided - the Trial Work Period, Extended Period of Eligibility, and the 93-month Medicare continuation. It's reassuring to know there are actual safety nets in place, even though the system seems so complicated. The suggestion about getting everything in writing from SSA is something I never would have thought of, but it makes perfect sense given how inconsistent their representatives can be. And I had no idea about WIPA counselors or the Protection and Advocacy organizations - I'll definitely be looking into those resources. One question I have is about the reporting requirements. How quickly do we need to report work activity to SSA? Is there a specific timeframe, or is it just "as soon as possible"? I want to make sure we don't accidentally create problems by not reporting quickly enough. Thanks again to everyone who shared their experiences and knowledge. It's communities like this that make navigating these complex systems a little less overwhelming!

I'm new here but wanted to share some additional perspective as someone who works in disability advocacy. One thing that hasn't been mentioned is the importance of documenting your son's current functional limitations and how they relate to his disability. If he does attempt work and it doesn't go well, SSA will need to verify that his disability still meets their criteria for benefits reinstatement. I'd recommend having his doctor document his current limitations and how they might impact sustained work activity. This creates a paper trail that can be crucial if you need to prove his disability persists during any reinstatement process. Also, while everyone's mentioned the great safety nets, it's worth noting that even during the Trial Work Period, SSA can still review whether someone's medical condition has improved. It's rare, but they could theoretically find him "no longer disabled" even if he's earning under SGA. Having current medical documentation helps protect against this possibility. The work incentives and protections everyone described are real and helpful, but going in with thorough documentation makes the whole process much smoother. Your instinct to research this thoroughly before he starts working is exactly the right approach!