LTFT, Maternity & Out-of-Sync Training
Because training life rarely follows the schedule it was handed at induction — and that's perfectly fine.
Last updated: April 2026
🌐 Web Resources
A hand-picked mix of official guidance and real-world GP training resources — because the best answers aren't always in one document.
⚡ Quick Summary — If You Only Read One Thing
The panic-before-your-meeting version. Every essential rule, visible at a glance.
📋 Core Rules at a Glance
- Minimum working percentage: 50%
- Maximum: 80% of full time
- CCT date extends pro-rata
- WPBA minimum also pro-rata
- Apply with ≥16 weeks' notice
- Tell your TPD before applying
- >2 weeks' extra leave = out of sync
- ES meetings still every 6 months
- ARCP still once per year
- Your dates shift to match your post
- Admin will help calculate your dates
- Always double-check with scheme admin
- ESR before you leave — essential
- CSR needed for short posts (<3 months)
- OOP ARCP during leave = counts as ARCP
- Informal ES within 2 months of return
- Personal Training Map within 1 month of return
- KIT days are optional, not mandatory
- ESR completed (2–8 weeks before panel)
- Form R submitted
- CSR / Clinical Supervisor Report
- Pro-rata WPBA numbers met
- Log entries reviewed and tidy
- ePortfolio (14Fish) up to scratch
The Standard Full-Time Pathway
What the "normal" training rhythm looks like before anything changes
Full-time trainees join in February or August and rotate every 6 months. They progress one ST stage every year, and complete training in August after 3 years. This gives them a predictable, synchronised rhythm.
These months apply to a standard August-start full-time trainee. When you are out-of-sync or LTFT, your review months shift to match your individual timeline — but the frequency (2 ES meetings + 1 ARCP per year) never changes.
Aug→Feb
Feb→Aug
Aug→Feb
Feb→Aug
Aug→Feb
Feb→Aug
Aug
Aug→Feb
Nov→Aug
Aug→Dec
Dec→Jun
Jun→Dec
Dec→Jun
Jun
What does "out-of-sync" actually mean? It simply means your post dates no longer align with the scheme's standard February and August rotation points. Your ES meetings and ARCP no longer fall in the "expected" months — they shift to whenever makes sense for your individual training timeline. This happens to a lot of trainees. You are not behind; you are just on a different clock.
What counts as "Additional Leave"?
Any leave exceeding the usual annual leave + study leave allowance. If you take more than 2 weeks of the following in any one year, you will need to make up for that time and you become out-of-sync:
📋 LTFT Application Categories
Who can apply for less-than-full-time training — and what that means in practice
Since 2020, any doctor in training can apply for LTFT for any well-founded individual reason — including wellbeing and personal choice. You no longer need to fit neatly into a category to qualify. However, the Category 1 / Category 2 distinction still determines priority when resources are limited. Always apply with at least 16 weeks' notice.
Health, Disability & Caring
- Disability or ill health (including fertility treatment)
- Caring responsibility for children (men and women equally)
- Primary carer for an ill/disabled partner, relative or other dependent
Personal & Professional Development
- Unique personal/professional opportunity (e.g. national/international sport)
- Short-term extraordinary responsibility (e.g. national committee)
- Religious commitment requiring specific time commitment
- Non-medical professional development (law, management, fine arts, etc.)
📊 LTFT Percentages — At a Glance
| Working Percentage | Remaining Training Time × by | Example (2 years left) | Notes |
|---|---|---|---|
| 80% | ÷ 0.8 | = 2.5 years | Maximum LTFT — most common choice |
| 70% | ÷ 0.7 | ≈ 2.85 years | |
| 60% | ÷ 0.6 | ≈ 3.33 years | Job-share preferred at this level |
| 50% | ÷ 0.5 | = 4 years | Minimum — cannot go below 50% |
⚠️ IMGs on Skilled Worker visas should check visa conditions before applying for LTFT — salary thresholds may apply. Contact your deanery's LTFT team for specific advice.
LTFT & Out-of-Sync Trainees
How to calculate when your ES meetings and ARCP should fall
📋 ES Meeting Dates
- ✅ One ES meeting every 6 months, always
- 📅 Aim for month 4–5 of each 6-month segment
- 📝 Requires: CSR, pro-rata WPBAs, log entries, and self-ratings
- 📁 Record in the Reviews section of 14Fish ePortfolio
- ⚠️ Part-time doing 1 year at 50% = 2 ES meetings (same as full-time)
📋 ARCP Dates
- ✅ One ARCP every 12 months (max 15 months)
- 📅 Usually January or July — check with admin
- 📋 Form R required before every ARCP
- ⚠️ Your ARCP date shifts when out-of-sync — deanery organises
Three Types of ARCP — Know the Difference
🧮 Working Out Your ARCP Date — Step by Step
✅ What You Need to Do Before an ARCP
It depends on the type of review — Transition vs Progress
🔄 Transition ARCP
Full review of the entire ST period. The most thorough type.
- ✅ All MSFs, PSQs, and CSRs reviewed
- ✅ Minimum WPBA requirements met for the whole ST period
- ✅ Adequate log entries — sufficient number and depth of reflection
- ✅ ESR completed (2–8 weeks before panel)
- ✅ Form R submitted
- ✅ No unresolved complaints or concerns
📊 Progress ARCP
Annual check-in. More proportional to time back in training.
- ✅ Evidence from the period since your return
- ✅ Panel assesses: adequate progress? Reasonable evidence? No complaints?
- ✅ ESR completed (2–8 weeks before)
- ✅ Form R submitted
- ⚠️ Proportional expectations — if back 6 weeks, 1–2 assessments is reasonable
- ⚠️ Zero log entries is not acceptable at any stage
- Level 3 Safeguarding completed and evidenced
- CPR and AED training up to date
- Quality Improvement Activity (QIA) completed and evidenced
- OOH sessions up to date (if in GP post)
- PSQ (Patient Satisfaction Questionnaire) submitted
Maternity Leave: What to Do & When
The full sequence of actions — before, during, and after your leave
- ✓ Inform your employer (hospital or GP practice) of your pregnancy and planned leave start date — HR department of your lead employer handles maternity pay
- ✓ Notify your GP Training Scheme Administrator and TPD as early as possible
- ✓ Arrange a meeting with your Clinical Supervisor (or Educational Supervisor if in a hospital post) to review your current progress and plan what needs doing on return
- ✓ Complete an ESR before you leave — this is essential. An ESR should not usually cover more than 6 months, but the RCGP allows up to 8 months maximum where maternity leave makes a 6-month review impractical
- ✓ CSR required for short posts — if your post is less than 3 months whole time equivalent, a CS Report is essential to certify that period of training. Without it, the time cannot count towards training
- ✓ Ensure log entries, WPBA assessments, and self-ratings are up to date on your 14Fish ePortfolio
- ✓ Consider whether an ARCP is needed before you leave — especially if your leave would result in a gap of more than 15 months between ARCPs
The formal pre-maternity ES review must be recorded in the Review Preparation section of 14Fish. The ES needs to document three things: (1) a comment on evidence submitted in the review period, (2) a comment on your progress, and (3) a development plan for your return. Without this, the period before your leave may not count towards training.
- i You may add log entries during maternity leave — these show commitment to training but are not compulsory
- i You may use KIT (Keeping in Touch) days — up to 10 days of work without ending your maternity leave. Optional, and by mutual agreement with your employer. KIT days do not normally count as training time, but learning evidence on a KIT day can contribute to overall assessment.
- i You may attend courses or study — evidence of continuing engagement, though not required
- ✓ Form R must still be submitted annually — the revalidation team will contact you if this is due
- ✓ An OOP ARCP (Outcome 8) may occur during your leave if one is due annually — this counts as your ARCP for that year. Only an up-to-date Form R is required. A new date is set approximately 12 months later.
- 1 Arrange an Informal ES review within 2 months of return — to touch base, confirm where you left off, and clarify what needs doing and by when. Record in Educator's Notes as 'Informal ES Review'. No CSR needed. No assessments. No competency ratings. Just a planning catch-up.
- 2 Within 1 month of return: create your Personal Training Map — work out your next ESR date, ST transition date, and ARCP date. Forward to your scheme administrator for verification.
- 3 Then arrange a formal (Official) ES review — if returning full-time, this is usually 1–2 months before the end of the post. If returning part-time/LTFT, at approximately month 4–5 of each 6-month segment. Requires a CSR and pro-rata WPBA completion. Competency ratings required.
- 4 Record the Official ES review in the Reviews section of the 14Fish ePortfolio (not just Educator's Notes)
- 5 If returning as LTFT — read the LTFT section above for your specific ES and ARCP calculations
⏳ Very Little Training Time Left Before CCT
If less than 6 weeks of training remain when an ST3 returns from leave, a special process applies to enable CCT without delay:
Penultimate ESR — what it must say
On the last page of the ESR section of the 14Fish ePortfolio, the ES must explicitly state:
- The trainee is fully competent
- The ES is happy to recommend them for CCT once the remainder of their training time is completed
Penultimate ARCP — what it must say
In the Additional Comments section of the ARCP form, the panel must state:
- The trainee is fully competent
- The panel is happy to recommend for CCT once the remainder of training time is completed
During the final leave period
The trainee should continue to make entries on the ePortfolio and gather evidence of ongoing competence — though this cannot be mandated and requires consent. Trainees should be made aware (carefully) that CCT could be delayed if they don't engage.
Final ESR and final ARCP
- The final ESR should reference the penultimate ESR and cover evidence gathered since that date — ideally indicating CCT recommendation
- The final ARCP should reference the penultimate ARCP and the final ESR (in the Additional Comments section) as the basis for approving CCT
📝 WPBA Assessments — Pro-Rata Calculation
How to work out your minimum numbers when training part-time
If you are part-time, your minimum WPBA requirement is reduced proportionally. Multiply the full-time minimum by your working percentage. These are minimums — aim to exceed them.
| Assessment | FT ST2 (6 months) | 50% ST2 (6 months) | FT ST3 (6 months) | 50% ST3 (6 months) |
|---|---|---|---|---|
| CbD | 2 minimum | 1 minimum | As part of 5 CATs | Pro-rata |
| COT / audioCOT | 2 minimum | 1 minimum | 2 minimum | 1 minimum |
| MSF | 1 per year | 1 per year | 1 per year | 1 per year |
| PSQ | 1 per year (ST3) | 1 per year (ST3) | 1 minimum | 1 minimum |
| Log entries | Ongoing throughout | Ongoing throughout | Ongoing throughout | Ongoing throughout |
Example: A 50% LTFT ST2 trainee doing a 1-year post needs a minimum of 1.5 CbDs every 6 months (= 3 over the 12 months). A 50% ST3 needs a minimum of 3 CbDs every 6 months (= 6 over 12 months). These are minimums — more is always encouraged.
🌙 Moonlighting When LTFT
What you can and cannot do alongside your reduced-hours training
Most deaneries' standard policy is that LTFT trainees are not permitted to undertake any regular employment — within or outside the NHS — in addition to their LTFT timetable and timetabled out-of-hours work.
❌ Not Permitted
- Regular planned shifts alongside LTFT timetable
- Covering colleagues' planned annual leave
- Regular locum work on non-working days
✅ Usually Acceptable
- Occasional additional shift due to unexpected absence (colleague sick leave)
- Not planned in advance — genuinely exceptional circumstances
- East Midlands deanery suggests up to 1–2 locum shifts/month may be acceptable — always check locally
Any additional work must be declared on Form R Part B as required by GMC guidance. Always check with your local deanery before taking on any additional work.
Make Your Personal Training Map
Every LTFT, maternity, and out-of-sync trainee should have one of these
Your Training Map records your rotation dates, periods of absence, ES meeting dates, and ARCP panel dates in one place. Create it when you come back from leave (within 1 month) and forward it to your scheme administrator to verify. Update it whenever something changes.
- Post details — ST stage, specialty, start and finish dates
- Periods of absence (leave type and dates)
- ES meeting date(s) for each post
- Whether the ES meeting is informal or official
- ARCP date and type (Progress, Transition, or OOP)
| ST Stage & Post | Dates of Post | ES Meeting Date(s) | ARCP Date | ARCP Type |
|---|---|---|---|---|
| ST1-1 (GP) | Aug 22–Feb 23 | Dec 2022 | — | — |
| ST1-2 (Paeds) | Feb 23–Aug 23 | May 2023 | Jun 2023 | T |
| ST2-1 (Elderly) | Aug 23–Nov 23 | Oct/Nov 2023 (informal — before leaving) | — | — |
| 🤱 Maternity | Nov 23–Sept 24 | — | Jun 2024 | OOP |
| ST2-1 (Elderly) cont. | Sept 24–Dec 24 | Sept 2024 (informal — after return) Nov 2024 (official) |
Oct 2024 | P |
| ST2-2 (ENT/Oph) | Dec 24–Jun 25 | Apr 2025 | May 2025 | T |
| ST3-1 (GP) | Jun 25–Dec 25 | Oct/Nov 2025 | — | — |
| ST3-2 (GP) | Dec 25–Jun 26 | Apr 2026 | May 2026 | T (CCT) |
📖 Worked Example — 50% LTFT, Out of Programme, Close to CCT
A real-world scenario with dates — follow through step by step
- An OOP ARCP still counts as an ARCP — the 12-month clock resets from 27.06.24
- Every trainee must have one ARCP every year — even if not transitioning
- A Progress ARCP and a Transition ARCP may both be needed in the same year
- Informal ES within 2 months of return = Oct/Nov 2024 — catch-up after being away. No CSR, no assessments, no competency ratings needed.
- Informal ES at month 5 = March 2025 — record in Educator's Notes. Pro-rata CSR + assessments needed. Log entries up to date on 14Fish. No competency ratings at this stage.
- Progress ARCP = around 1 year after last one = June 2025 — most schemes run ARCPs in June; check with admin to ensure yours is included.
- Official ES at month 10 = August 2025 — CSR + all remaining assessments done. Competency ratings required. Complete the ES Workbook. Record in ES Reviews section of 14Fish.
- Informal ES at month 5 = March 2026 — record in Educator's Notes. Pro-rata CSR + assessments. Log entries on 14Fish. No competency ratings.
- Progress ARCP = June 2026 (one year from June 2025). Combined with the scheme's regular June round.
- Official ES at month 9 = July 2026 — Note: it's month 9, not 10, because the CCT is in October and the final ARCP must happen 2 months before that (= August). The ES review cannot happen after the ARCP, so it must be in July. Requires CSR + remaining assessments. Competency ratings. ES Workbook. Record in ES Reviews section of 14Fish.
- Transition ARCP (CCT) = 2 months before CCT (October 2026) = August 2026. Because out-of-sync, the deanery organises this separately. Ensure ePortfolio looks excellent — this is the final review before CCT.
❓ Frequently Asked Questions
The questions that come up again and again — answered directly
If I am LTFT — how many WPBA assessments do I need to do?
Your minimum WPBA requirement is reduced pro-rata to your working percentage. For example:
- A 50% LTFT ST2 trainee doing a 1-year post needs a minimum of 1.5 CbDs every 6 months (3 over 12 months)
- A 50% LTFT ST3 needs a minimum of 3 CbDs every 6 months (6 over 12 months)
Use the Bradford VTS training map page for the full-time minimums as your reference, then apply your percentage. These are minimums — always aim to exceed them.
Does an ARCP done whilst "Out of Programme" count?
Yes. An OOP ARCP (Outcome 8) counts as a full ARCP. The 12-month clock resets from that date.
The Gold Guide does not distinguish between types of ARCP for counting purposes. If you were on maternity leave or a career break, you received an Outcome 8 ARCP. That still counts. A further ARCP date will be set approximately 12 months later.
The RCGP Certification Unit accepts a note in the Additional Comments section of an OOP ARCP form confirming that a period of training has been reviewed and deemed satisfactory — even when the trainee was not actively in training at the time of the panel.
Important: Trainees should not have periods of training which are not assessed at ARCP. If the gap between panels gets too wide, it becomes difficult to review the evidence fairly. Book an ARCP proactively to prevent this.
Can I moonlight if I am part-time / LTFT?
The usual policy of most deaneries is that LTFT trainees are not permitted to undertake any regular employment — within or outside the NHS — in addition to their LTFT timetable and timetabled out-of-hours work.
However, if your local department is desperately seeking someone for an occasional additional shift due to unexpected circumstances (e.g. a colleague on sick leave), assisting is acceptable. This is not for planned absences such as annual leave.
Any additional work must be declared on Form R Part B. Always verify with your local deanery — policies vary and rules have been updated in some regions to allow 1–2 locum shifts per month.
What if very little training time remains before CCT when I return?
If less than 6 weeks of training remains, special documentation is required in both the penultimate ESR and penultimate ARCP to enable CCT to proceed without delay. Both must explicitly state that the trainee is fully competent and ready to be recommended for CCT once the remaining time is completed.
During the final leave period, the trainee should continue to engage with their ePortfolio and gather evidence — though this cannot be mandated. They should be made aware that insufficient engagement could delay CCT.
The final ARCP must take place at least 2 months before your CCT date. Plan this carefully with your administrator. Missing this window will delay your certificate.
See the Educational Supervision perspective page for further detail on this process.
What if my planned leave starts close to my usual ESR/ARCP timing?
If your planned leave starts within 3 months of the usual ESR/ARCP timing, your administrator will contact you and your ES to advise delaying the ESR so it happens 4–6 weeks before the leave starts, followed quickly by a local ARCP.
If your leave starts more than 3 months after the usual ESR/ARCP timing, you will need to complete both an ESR and ARCP at the usual time, then repeat both before the leave begins (as the gap between panels must not exceed 15 months).
This all sounds more complicated than it is — your administrator will guide you through it. The key message: contact your TPD and administrator as early as possible so there is time to plan.
I am an IMG on a Skilled Worker visa. Can I apply for LTFT?
Potentially yes, but there are restrictions. The minimum salary threshold for a Skilled Worker visa means that working at a lower LTFT percentage may push your salary below the visa minimum — which could create immigration compliance issues.
As a rough guide, most IMGs starting training for the first time should be eligible for 80% LTFT at ST1 level. Lower percentages become more restrictive at higher ST levels due to salary thresholds. However, this depends on your specific visa type (SOL vs. non-SOL), your age, and the year your visa was issued.
Always contact your deanery's LTFT team and your employer's Tier 2 sponsorship team before applying. Do not assume eligibility — get written confirmation first.
Do I need to re-apply for LTFT every rotation?
No — you do not need to re-apply at the start of each rotation unless you wish to change your working percentage or return to full-time. However, you should liaise with each new department/practice at rotation points to ensure your arrangements are in place.
LTFT training commences only at rotation points, unless an unexpected reason (health, disability, carer responsibility) arises during a placement. Changes back to full-time are also only permitted at rotation changes, except in exceptional circumstances.
Always give at least 3 months' notice if you wish to change your percentage, and check with your deanery for the exact process.
Real-World Experience & Hard-Won Lessons
This section captures recurring patterns from trainees across the UK who have been through LTFT, maternity, and out-of-sync training — distilled into practical, safe teaching points.
🔍 Reality vs. Expectation — Common Misconceptions
"LTFT means I can choose which days I come in each week."
LTFT means working reduced hours — not flexible timing. Your days are agreed with the practice/department and are largely fixed. You may still need to be in on specific days for tutorial commitments or service needs.
"My ARCP moves from every year to every two years because I'm working at 50%."
ARCPs are still annual regardless of your working percentage. You will still have one every 12 months (maximum 15 months). The content is proportional — but the calendar frequency stays the same.
"I don't need to submit Form R during maternity leave — I'm not in training."
Form R must still be submitted annually for revalidation purposes, even during maternity leave. The revalidation team will contact you if one is due. Also — keep your GMC licence to practise active throughout leave.
"Annual leave doesn't build up while I'm on maternity leave."
Annual leave continues to accrue throughout maternity leave. This is usually taken as a block at the very end of your leave, effectively extending it. It does not count as training time — training restarts from when you actually return to work.
"Because I've applied to train LTFT, my rotation and original placement are guaranteed."
There is no guarantee you will return to the same rotation or post. You are entitled to return to a similar training post under the same terms. Placements are assigned based on availability — you may be offered a slot-share post in a different programme.
⚖️ LTFT Training — The Honest Pros & Cons
Adapted from real trainee accounts across multiple deaneries
- →Better work–life balance and more time for caring responsibilities
- →Reduced burnout risk — often trainees who return LTFT stay in training when they might otherwise have left
- →Slot share = a built-in colleague who knows your patients and can handover well
- →£1,000 annual LTFT allowance to offset additional training costs
- →Pro-rata annual leave and study leave — fewer commitments on working days
- →Developing rapid "getting up to speed with a case" skills — a genuinely useful senior GP skill
- →Concessions available on GMC, BMA, RCGP, MDU/MPS/MDDUS subscriptions
- →Reduced salary — proportional reduction, but the financial impact can be significant
- →Training takes longer — can feel isolating when peers from your original cohort complete ahead of you
- →Clinical continuity is harder — you won't always see the outcomes of your own decisions
- →Slot share requires very good communication — if your partner leaves, the arrangement can change
- →Administrative complexity — more to track on your personal training map and ePortfolio
- →Some rotations may not easily accommodate LTFT — you may be offered a different placement than expected
- →Occasional implicit stigma — not universal, but some trainees report feeling like they need to "prove" themselves
💎 Things Nobody Tells You (But Really Should)
🌱 KIT Days — Using Them Strategically
Most trainees know KIT days exist. Fewer use them well.
- ✓Supernumerary clinical shadowing in the 1–2 weeks before your return — best use for rebuilding confidence
- ✓VTS teaching days or deanery training events
- ✓Clinical skills refresher courses or simulation sessions
- ✓ARCP or educational review meetings
- ✓Taking an exam during maternity leave (with deanery support)
- ✓Keeping in touch with the team, handover meetings
- →Maximum 10 KIT days total — any part of a day counts as a full day
- →Cannot be used in the 2 weeks of compulsory maternity leave after birth
- →Paid at basic daily rate minus your maternity pay — confirm with your Trust
- →Childcare costs for KIT days can be claimed from your employer — ask about this
- →KIT days do NOT normally count towards 36 months training requirement
- →Arranged by mutual agreement with your employer — not automatic
😌 On Coming Back — Confidence, Anxiety, and Imposter Syndrome
The single most consistent theme from trainees returning after any period of leave — maternity, OOP, extended sickness — is this:
"I was absolutely convinced I had forgotten everything and would be found out immediately."
This feeling — clinical imposter syndrome — is near-universal on return and deeply uncomfortable. The evidence, and the experience of thousands of returning trainees, is that it is also temporary.
Your knowledge doesn't disappear during leave — it just takes slightly longer to access at first. The years of training are still there. Clinical confidence returns within days to weeks of being back in clinic, not months. There may be specific areas where guidelines have updated — focus your reading there, not on everything at once.
- →Use KIT days for pre-return shadowing
- →Ask your ES for a protected reduced clinical load in week one
- →Access SuppoRTT resources (see below) — simulation and refresher courses are available
- →Connect with other returners — not to compare yourself, but for peer solidarity
- →Keep a brief reflective diary of your first two weeks back — you will see progress within days
🔄 SuppoRTT — Supported Return to Training
An NHS England programme that many returning trainees don't know they can access
The SuppoRTT (Supported Return to Training) programme, funded by NHS England, exists to support trainees returning from any significant break in training — maternity leave, paternity leave, OOP, ill health, or extended absence. Every deanery has a SuppoRTT coordinator. Many trainees who would benefit most from it never hear about it.
⚠️ The Most Common Mistakes — Ranked by Frequency
🎓 For Trainers & TPDs — Teaching Pearls
Supporting trainees through LTFT and maternity: what to watch for and how to help
Common Trainee Difficulties in This Area
Trainees often don't know the 2-month rule for CCT
Many ST3 trainees do not realise that their final ARCP must occur at least 2 months before their CCT date. When they are out-of-sync and close to finishing, the timeline becomes very tight. Raise this proactively during any ES meeting in the final ST3 year.
Pre-maternity ESR is often left too late or skipped
Trainees approaching maternity leave often focus on practical preparations and overlook the ESR requirement. Trainees going on leave from a short post (under 3 months) especially need a CSR — without which the time cannot count towards training. Build this into your educational plan at the first mention of maternity leave.
The difference between informal and official ES reviews
Trainees returning from maternity often confuse the informal catch-up meeting (Educator's Notes, no CSR needed) with the subsequent official review (full ESR section, CSR required). Make the distinction explicit at the informal meeting and set a clear diary date for the official review.
Tutorial ideas for this topic
Rather than a didactic session, try this approach:
- Ask the trainee to draw their own training timeline on paper, including their rotation dates and leave periods
- Then work through where their ES meetings and ARCPs should fall, checking against this page
- Use the Personal Training Map template together to populate their actual dates
- Finish by agreeing the next 3 dates to put in both diaries (informal ES, official ES, ARCP)
This exercise takes about 20 minutes and transforms abstract guidance into concrete action.
🏁 Final Take-Home Points
Everything that matters, distilled to the bits you'll actually remember
- 1 Two rules that never change: one ES meeting every 6 months, one ARCP every year — regardless of whether you are full-time, LTFT, out-of-sync, or returning from leave.
- 2 More than 2 weeks of additional leave in any year makes you out-of-sync. Your dates shift to fit your individual training timeline. This is completely normal and manageable.
- 3 Before maternity leave: the ESR is not optional. For short posts (<3 months whole time equivalent), neither is the CS Report. Without it, the time cannot count towards training.
- 4 An OOP ARCP (Outcome 8) counts as a real ARCP. The 12-month clock resets from that date. You are not "behind" — you are just on a different calendar.
- 5 Your final ARCP must be at least 2 months before your CCT date. If you are out-of-sync and close to finishing, work this out early. Missing the window means your certificate will be delayed — the RCGP needs the processing time.
- 6 LTFT minimum percentage is 50%. Salary is reduced proportionally, CCT date extends proportionally, and WPBA minimums reduce proportionally. Apply with at least 16 weeks' notice and speak to your TPD before submitting.
- 7 Make your Personal Training Map within 1 month of returning from any leave. Forward it to your scheme administrator to verify. This single document prevents most of the confusion around LTFT and out-of-sync dates.
- 8 KIT days are optional. They are a useful way to maintain engagement during maternity, but they are not mandatory and cannot be forced. Use them if they help you — ignore them if they do not.
- 9 When in doubt: ask your scheme administrator. They know the local nuances, they know your individual 14Fish setup, and they will have helped many trainees navigate exactly this situation before.
- 10 This page reflects general national guidance. Local areas may have slight variations. Always double-check the specifics with your GP Training Scheme Administrator — especially for CCT-critical dates.
And finally...
Going LTFT, taking maternity leave, or falling out of sync does not make you a less committed trainee. It makes you a human one. The system is designed to accommodate real life — your job is simply to understand the rules well enough to navigate it confidently.
Bradford VTS — The universal GP Training website for everyone, not just Bradford.
Information provided for educational purposes. Always verify with your GP Training Scheme Administrator and current RCGP/NHS England guidance. Read full disclaimer
Great overview—especially the clarification around “out-of-sync” trainees, which can often be confusing in practice. The structure (2 ES meetings + 1 ARCP per year) provides a solid baseline, but it’s clear that flexibility is essential depending on individual circumstances like LTFT or maternity leave. I also like the emphasis on double-checking with local administrators, since small regional differences can have a big impact on planning progression, Escape Road