Your career


Employment aspects of training LTFT

Trainees who work LTFT are subject, the same as FTE colleagues, to the New Junior Doctors Contract, 2016. The detailed arrangements regarding pay protection, on call payments, and nodal pay points can be accessed by the BMA and NHS Employers Guidance.

LTFT trainees can also seek advice within their Trusts from the Champions of Flexible Training, who work alongside the Guardians of Safe Working in each England NHS Trust. Pension calculations are based on pro rata FTE pensionable income. Bank holidays are taken as leave pro rata to FTE colleagues.

BMA: Less than full time (LTFT) junior doctor pay guidance and explanation (2016)

NHS Employers. Guidance on the new pay system for less than full time trainees.

Career progression and training LTFT

Trainees who work LTFT are expected to obtain all the same clinical and non clinical competencies over the course of their training, and the same Intended learning Outcomes as detailed in the College Curricula. In effect this means that LTFT trainees have fewer hours per calendar year of work, but more years of work, to achieve the same required competencies.

LTFT trainees are therefore expected in each training year, eg CT1, 2 and 3, and ST4-6, to achieve all the required competencies for that training year. But this may take more than a 12 month calendar year for the LTFT trainee to achieve. For example, a trainee who works 50% LTFT, will be expected to take 2 calendar years to achieve each of their training year competencies.

Therefore LTFT trainees will be expected to undertake the requirements for assessment as set in their relevant curricula on a pro rata basis and to spread the balance of workplace-based assessments evenly through the period of time being assessed.

LTFT trainees will be expected, in line with the Gold Guide to have an ARCP not less than annually (i.e. 12 calendar months). Therefore at each ARCP a LTFT trainee will be expected to provide pro rata evidence of competency acquisition.

For example a LTFT trainee who works 60% LTFT will be expected to evidence 60% of the numbers of WPBAs, and other evidence of a FTE colleague. As is the case for some FTE colleagues, the ARCP will not always neatly occur at the end of a training year.

If any trainee, LTFT or otherwise has an ARCP in line with their calendar year of training but has not reached the end of a training year, e.g. CT1, CT2, ST4, ST5, the ARCP review is a comment on whether progression towards the end points is satisfactory for the time at which they are completing the report.

LTFT trainees, in a similar way to FTE colleagues, can assess their progress through Higher Training and calculate their CCT, using the College CCT calculator.

Return to Training

Many trainees take a period of absence from training for a number of reasons which can often vary in duration. This can include; Parental leave, Carers’ leave and Sickness. It may also include Out of Programme Experience or Research.

Trainees are advised to seek BMA advice for such issues as impact of statutory and sick leave on Period of Grace and eligibility for Consultant application close to CCT. In some cases, trainees who have had a prolonged period of absence have been expected to immediately return to full duties, including on-calls without a re-introduction period, which potentially has negative implications for the trainee and patient safety.

The purpose of the HEE Supported Return to Training Guidance (SuppoRTT) is to improve patient safety and quality of care, whilst giving trainees an opportunity to regain their confidence and previously acquired skills more quickly and safely.

The SuppoRTT Guidance is designed to be flexible and take into account the differing nature and length of absence, as well as the Speciality and stage of the trainee, to ensure that the individual can safely and confidently return and practice within their training programme.

If you have been absent for a period of 3 months or over, it is strongly recommended that you follow the SuppoRTT structures and procedures. It has been designed to be flexible and take into account the differing nature and length of absence, as well as the Speciality and stage of training, to ensure that trainees can safely return and practice within their training programme.

There is also a regional SuppoRTT programme in each training area which includes events and days that trainees can you attend. This includes training and support for; educational days, clinical simulation days, mentorship and coaching, building personal and professional well-being and practical advice and sign posting. 

Return from leave HEE Yorkshire and Humber Guidance
(there are similar in each HEE Deanery area)