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Less than full time training LTFT

With thanks to Marisa Taylor-Clarke

A significant proportion of our trainees now work LTFT. Many trainees work LTFT to accommodate parental responsibilities however it is open to anyone who has 'a well-founded reason for being unable to work full-time". Mrs Clifford at SMH is the LTFT Champion ( It is a good idea to talk to other LTFT trainees at different hospitals as well as your Educational Supervisor and College Tutor. The NWT LTFT Rep (Marisa Taylor-Clarke) is also contactable for informal advice (


You are automatically eligible (category 1) if you :

a) are a parent of a young child (under 18),

b) have caring responsibilities for ill or disabled children or other dependents, or

c) are unable to work full-time for health reasons.

Visit for full category 1 criteria.

If you do not fulfil the automatic eligibility criteria, you may be eligible under category 2.

Visit for full category 2 criteria.


All requests under category 2 are considered but approval is not automatic.

Working LTFT

The minimum number of sessions you can work is 50% (2.5 days per week). You can increase or reduce the number of sessions you can work but need to give 3 months notice.

You are allowed to work as a locum whilst training LTFT.

You have an annual ARCP, the same as full-time trainees. You do the same number of WBAs however your progress is measured over your training year rather than over the calendar year.

Your training period will be extended dependent on the proportion of LTFT that you work. The increase in length of training in relation to proportion of LTFT is shown below:



Annual leave, study leave and Bank Holiday allowance (8 days/year) are allocated pro-rata.

Your period of 'grace' is the same as a full-time trainee (6 months).

Rota Arrangements

You can work as a 'slot-share', ie two LTFT trainees share a full time slot or post. Each trainee works between 50% and 80% of full-time (you can each work different percentages and more than 50%) but the on call is split 50/50.

You can also work reduced sessions in a full time post. You will work a percentage of WTE and your on call will typically be pro-rata to your standard days LTFT percentage but not necessarily.

Your LTFT component that contributes to training (and that therefore impacts your CCT date) is based upon the proportion of standard days that you do. Your actual hours (and therefore your salary) may however be different to this depending on your on call commitments. The BMA (if you are a member) has some good examples of different work patterns.

               An example of how to work out your rota is provided in this pdf.

Application process for LTFT


The process has recently been streamlined and is much simpler without the need for re-applying at each placement if you are applying under category 1. Category 2 applications need to be renewed each year and 6 months before existing eligibility expires.

1. Discuss plans with TPD (Miss Stalder - QCCH)

2. Refer to trainee applicant guide

3. Complete LTFT Application Form (at least 3 months in advance of start date)



Under the New 2016 Contract, LTFT trainees are essentially paid under the same terms as full time trainees but on a pro-rata basis. NHS Employers have a calculator for what your pro-rata supplement will be based on the full time rota at your hospital.

If you started your training before August 2016 you are probably pay protected for 4 years or until 2022 as you will fall under the transitional arrangements of the New Contract 2016.

NHS Employers have a tool to check if you are eligible for pay protection or should expect to be on the New 2016 Contract :

If you are pay protected under the 2002 Contract, your salary will be composed of a percentage of basic pay based on the percentage of WTE that you work (F5-F9) plus a banding supplement (FA or FB typically in O&G) based on the intensity and frequency of your on call. The NHS Employers document "Equitable pay for flexible medical training" summarises this structure and how to calculate your pay. 

NHS Employers website has a good document (Less than Full Time Pay Guidance) with examples and a calculator explaining LTFT pay under the new TCS of the 2016 contract. It also explains the pay structure for those under transitional pay protection with a calculator for when your individual transitional pay protection will end.

Once you've worked out your rota, send it to your HR department to calculate your salary and banding particularly if pay protected and CHECK IT YOURSELF. It can take a long time to claim back arrears.

Useful links

PGMDE (Postgraduate Medical and Dental Education) Support Portal has an excellent list of FAQs particularly related to applications and eligibility. The link to the Applicant Guide and online application form is also accessible via this website. Select 'London/KSS' and then 'Trainee' and go to the 'Less than Full Time' link:


London and South East Postgraduate Medical and Dental Education section of NHS Health Education England website has some basic information but will basically direct you to the PGMDE Support Portal:

NHS Employers website is useful for looking at how LTFT working is affected by the new contract and transitional arrangements:

The BMA has an area dedicated to LTFT if you are a member:

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