International Medical Graduates
We extend a warm welcome to all International Medical Graduates (IMGs) where their diversity of skills and experience are invaluable in serving our patients.
To provide as much support as possible to any IMG coming to Leeds we offer the following:
- An initial contact – reaching out and welcoming you to Leeds
- Comprehensive handbook (link here)
- An induction programme built specifically for IMGs to support your entry into the UK Clinical Practice
- Ongoing clinical and professional development
There is also a lot of further information that can be accessed at the following link:
Support for International Medical GraduatesResident Doctor Support and Welfare
Taking time out of training and Supported Return to Training
The Supported Return to Training (SuppoRTT) programme is a national initiative designed to help doctors in training safely and confidently return to clinical practice after time away from training. This may include parental leave, health-related leave, OOPE/OOPR, career breaks, or work abroad.
SuppoRTT provides a structured, personalised approach to reintegration, ensuring that trainees regain clinical skills, rebuild confidence, and update competencies in line with service requirements and patient safety. It is available to all postgraduate medical trainees who are returning after any approved period out of training, typically three months or longer, though support may be offered for shorter absences. To join the programme, trainees complete a pre-return SuppoRTT form or meeting (often called a Pre-Return Meeting or RTT Planning Meeting) with their Educational Supervisor and/or Training Programme Director, who will agree a tailored plan and submit this to the local HEE/Deanery SuppoRTT team for approval and activation.
A key benefit of the programme is access to a supernumerary period, during which trainees are not counted in service numbers and can regain confidence in a protected environment. This may be complemented by an enhanced supervision period, allowing closer oversight, targeted feedback, and structured skill refreshment.
Trainees can also participate in a range of Return to Training (RTT) activities, such as simulation sessions, clinical skills refreshers, induction updates, and supervised workplace-based practice. Additional support includes SuppoRTT-funded courses, peer support groups, mentoring, andprofessional coaching, all designed to ease the transition back into clinical practice. Together, these elements create a comprehensive, flexible framework that promotes a safe, well-supported, and confident return to training.
Further information:
SuppoRTT Video 1 How To Prepare To Take Time Out And Return To Training
The SuppoRTT programme is here to help your exit from and re-entry to the training programme go as smoothly as possible. You can take time out of training for many reasons, some give you the opportunity to prepare in advance.(research, maternity, shared parental leave, career break, additional training, working abroad)
Others don’t allow preparation before you leave (Unplanned sickness, bereavement, carers leave, suspension) but the Supportt programme can help you during your leave and prepare for your return. Access it as soon as you are able to do so.
The Supportt programme is designed to be flexible to take into account the needs of different trainees, their length and reason for absence, speciality and experience. We understand that for some, returning after taking time out may be a daunting prospect due to the potential impact on clinical competence, technical skills, confidence and perhaps different personal circumstances. For others there may be no specific concerns about your return. Whatever your situation SuppoRTT can help you get personalised advice and create a bespoke package which will enhance your return to work and training experience while promoting safe patient care.
As soon as you know you are going on leave you need to make sure your clinical lead, TPD Educational supervisor and programme support at the deanery are aware of your plans.
You will be entered into the Supportt programme that will give you access to the opportunities, benefits and funding associated with it by participating in a series of SuppoRTT meetings with your ES and submitting the associated forms. It is your responsibility to arrange the meetings.
For planned absences it is important to start planning about 3 months before you are due to leave by arranging a pre absence meeting with your educational supervisor.
For unplanned absence this can be done in retrospect.
During the pre absence meeting you should discuss:
How long you expect to be absent and whether this may be extended.
Any concerns you may have?
What will your location and scope of practice be when you return?
What will the educational goals/ training needs be on your return?
Are there any during your leave?
Will there be any new practices/ procedures/ equipment / training etc that would be new or required on your return?
Are there any plans for cpd or elearning to address these?
There should also be signposting to opportunities available to you (see next video)
Complete the online pre absence meeting form (reference to direct to form) and email it to SuppoRTTT at the Y&H deanery, your TPD and put a copy in your eportfolio. It is really helpful to include on this form an email address that you will be checking during your absence that you are happy for the SuppoRTT team to contact you on. They will keep you informed of the latest SuppoRTT opportunities available to you.
2-3 months prior to your return you need to arrange a pre return meeting with your ES or TPD.
During this meeting you should review the notes from your pre absence meeting and also discuss:
Have you been off longer than expected, has this had any impact?
Have any new issues arisen since your last meeting?
Has OH been involved?
Has any CPD been kept up to date with?
Have you had any relevant contact with work and/or practice during absence eg KIT / SPLIT / on call / Locums?
Have there been any changes to practice / guidance / policy / equipment / developments / service reconfiguration since you left your post.
What are the full details / responsibilities of your job on your return are any of them new?
What are your learning and training needs?
What are the arrangements for induction and on the first day?
What are your concerns, how do you feel about confidence or skill levels?
What support is available /would you find most useful on your return?
Sign posting to internal / external RRT activities?
Agree supernumerary period
Agree enhanced supervision period
Complete the online pre return meeting form (link) and include details of your supernumerary period, period of enhanced supervision, planned assessments, the date of your next ARCP and the date of your next meeting.
Towards the end of the period of enhanced supervision arrange to meet with your Educational Supervisor for a return review meeting You shoulddiscuss your progress, review assessments, address any outstanding concerns and identify any additional learning needs. Your period of enhanced supervision can be extended if necessary. If you and your ES are satisfied with progress, then you can be signed off and return to normal duties.
Complete an online return review meeting form (reference to direct to form) and send this to the SuppoRTT team, your TPD and put a copy on your eportfolio
If you need help advice or advocacy for any of this please contact your ES / TPD or Supportt champion.
SuppoRTT Video 2 Opportunities Available To Support Your Return
The Supportt programme is recommended for trainees returning from more than 3 months leave. It gives you access to a number of opportunities, benefits and funding to facilitate your return to work. You can access these by entering the support programme through arranging and documenting support meetings with your ES
On returning from leave the SuppoRTT programme will fund a supernumerary period. This is a short, intense period where you are considered as an additional member of staff to help you return to normal duties safely and confidently. During this time, it is expected that you will have no fixed work commitments allowing you to readjust to being back in a training/working environment. This period could include focussed learning and clinical activities such as induction, mandatory training shadowing a colleague; attending departmental meetings; familiarising yourself with departmental processes/protocols. This is ordinarily 3 days but can be bespoke to you dependent on your needs. This period may not count towards training if it is longer than 2 weeks. Details should be agreed during your pre return meeting.
A period of enhanced supervision is recommended immediately following your supernumerary period. This is a short, intensive period of practice with focused learning activities and direct observation of clinical activities with the aim of enabling you to return to normal duties safely and confidently. It is expected that during this time you will not be required to undertake any out of hours working if adequate supervision isn’t available The length of the enhanced supervised period, level of supervision required and activities within it including assessments will be bespoke to you dependent on your needs. Details of this should be agreed at your pre return meeting. Under exceptional circumstances a period of enhanced supervision may not be necessary
During your time out of programme and on your return you may want to attend CPD events courses and educational days that will be of benefit to your return to training.
There is no definitive list on what is or is not available to any specific trainee and you can plan your own bespoke programme.
HEE Y&H run an number of free Return to training (RTT ) activities for SuppoRTT trainees some of which are child friendly.
These include;
Non-clinical activity days and workshops that are designed to; Build personal and professional wellbeing, facilitate access to coaches and mentors, provide practical advice and sign posting and provide information and support for trainees who want to work less than full time.
Clinical educational days and supported leaning activities for example: Clinical training including simulation, Clinical shadowing days, Educational update days
Details for these RTT activites can be found here: https://www.yorksandhumberdeanery.nhs.uk/learner_support/supported_return_to_training.
You may also wish to attend CPD events, courses and educational days including specialty specific courses external to the YH SuppoRTT programme that will be of benefit for your return to training. Funding for these can be accessed via the Supportt CPD funding application form: https://www.yorksandhumberdeanery.nhs.uk/learner_support/supported_return_to_training.
If you have recently returned to training you will need to follow your normal study leave process.
KIT (keeping in touch), SPLiT(Shared parental leave) or SRTT (supported return to training) days can be used to attend these activities. More information about these can be found in the video – returning from maternity/ adoption and shared parental leave.
Mentorship
HEEYH have trainee peer mentors who can help support trainees in their return to training. Mentorship can help you to; reflect on your current abilities, set out achievable and desirable goals, develop clinical skills, boost confidence and increase self-belief. It is also a brilliant opportunity to talk to a peer who can relate to your situation and share their experiences. For more information please contact: [email protected].
Coaching
The aim of coaching is to increase potential and enhance your career. Sessions are confidential and do not form part of educational assessment. Coaching is time for you to think. Your coach won’t judge you, or give you advice. It is ok to talk about anything that you feel gets in the way of you doing your best at work. You can think things through in a way that is different to talking things over with a friend, partner, TPD or Educational Supervisor – all people who tend to have another agenda for you. Your coach will support you, and challenge you if necessary, to help you reach a conclusion that is helpful and meaningful to you.
You can have between four and six sessions of free coaching. More information can be found here:
https://www.yorksandhumberdeanery.nhs.uk/learner_support/coaching.
Peer Support
We recognise the enormous value of speaking to others who can relate to what you are experiencing. If you would like to speak to a peer, rather than a coach please contact: [email protected] This is confidential, and independent from your training programme, and all about your wellbeing.
SuppoRTT Video 3 Returning To Work Less Than Full Time
You may be considering returning to training less than full time. There are advantages and disadvantages to consider.
Benefits to working LTFT include
Finding a better work–life balance, having the opportunity to spend more time with your children or undertake caring responsibilities, more time to managing your health, pursuing opportunities for personal or professional development, a greater ability to enjoy your work when you are there and a reduced incidence of burnout.
Disadvantages to consider include
Taking longer to complete your training, taking home less pay, it may take longer to become integrated with the team, some teaching and training opportunities may happen on your days off, there may be less continuity with patients and handover issues. LTFT training is available to men and women in all training grades and specialties.
There are 3 eligibility criteria
1. Disability, ill health or caring responsibilities
2. Unique opportunities for personal and professional development for example courses such as management, law, arts training for a religious role or national sporting event.
3. Personal choice, currently available for trainees in Emergency Medicine, Paediatrics and Obstetrics and &Gynaecology There is an intention for this to be rolled out to trainees in all specialities by the end of 2022.
If you are considering working LTFT you need to discuss this with your ES and TPD then apply through the deanery. You need to apply 16 weeks before you plan to start LTFT. More details are available on the ltft pages of the deanery website: https://www.yorksandhumberdeanery.nhs.uk/learner_support/policies/less_than_full_time.
LTFT training is usually available at 50%, 60%, 70% or 80% of full-time hours. Day time working, on call and out of hours work should be undertaken on a pro-rata basis to full time trainees in the same grade and specialty. You can reapply at a later date to change you percentage or increase to full time if needed
There are different models of flexible working, Trainees will either slot share with another ltft trainee, (the most common option) or work ltft in a full time slot, this is dependent on the capacity of the programme and your TPD will be able to advise which is available. HEE may agree to fund a supernumerary placement in exceptional circumstances.
Working in a slot share has the advantages of being partnered with another person to share the job with and handover and cover all the on calls, You will both have fixed days to cover the whole week which may mean you miss out on opportunities on the other days.
Working reduced hours in a full time slot allows more flexibility of days worked to fit in with specific training opportunities but means there is no specific person to cover the other days in the week.
Rotation changes
It may not possible to guarantee that the rotation initially offered at recruitment will be replicated when you move to LTFT training but it will contain the same educational opportunities on a pro-rata basis as that of a full-time trainee.
Annual leave while working LTFT is taken pro rata as are Bank holidays whether the BH day is a usual working day for you or not.
Study leave time and funding is also pro rata, at the discretion of the study leave budget holder, LTFT trainees may be permitted to receive additional study leave funding to undertake necessary courses Study leave taken on non working days can be taken as time in lieu.
CCT date
Assessment of training time is calculated pro-rata and this will affect your CCT date.
You will complete the same number of training days over a longer period of time. Once you know what % you will be working and your start date you can fill in a completion date calculator to work out your new CCT date:
https://www.jrcptb.org.uk/training-certification/less-full-time-training.
ARCP
LTFT trainees will need to meet the same requirements for progression in training as full time trainees and they will be assessed in accordance with the ARCP process. They will be expected to undertake assessments on a pro rata basis and to spread the balance of workplace-based assessments evenly. LTFT trainees will have an ARCP at points where decisions relating to progression in training are required and at least annually.
Acting up
As for all trainees, LTFT trainees may apply for a period of acting up as a consultant, up to a maximum of three months. This is on a fixed-term basis and not pro rata.
Consultant post applications
LTFT trainees may apply for a consultant post and can be interviewed up to six months prior to their anticipated CCT date; this is on a fixed-term basis and not pro rata.
Period of Grace
The period of grace runs for a period of six months from the time of completion of training, and is not modified on a pro-rata basis for less than full time trainees.
Pay
Under the old (2002) contract LTFT trainees who were ST3 or above on 3/8/2016 are paid under a slightly different system to full timers consisting of broad bands based on hours worked with banding supplements based on patterns of work. More information can be found here: https://www.nhsemployers.org/~/media/Employers/Documents/Pay%20and%20reward/doctorstraining_equitable_pay_cd_080405.pdf.
LTFT trainees on the new 2016 contract are paid under the same system as full timers on a pro rata basis. More information can be found here:
https://www.nhsemployers.org/-/media/Employers/Documents/Need-to-know/LTFT-pay-guidance_February-2017.pdf?la=en&hash=0A47EB081F3967821D4718B9126F8464929B6368.
Professional expenses
You may be eligible for a reduction in GMC fees if your earnings fall below a threshold. Medical indemnity insurance may be less.
Some royal colleges offer reduced fees to LTFT trainees. BMA offer reduced subscription to LFTF trainees with earnings below a certain threshold
Information for Tier 2 Visa Holders
One of the eligibility points for a Tier 2 Visa application is receipt of an “appropriate salary‟. This threshold must be met throughout the duration of the sponsorship in order for the visa to remain valid. It is the responsibility of the trainee to ensure the less than full time hours of work the trainee is requesting meet this threshold. Any changes in contracted hours and salary must be reported to the trainee’s sponsor as soon as they have been approved.
SuppoRTT Video 4 Preparing For And Returning From Maternity Or Adoption Leave
Pregnancy
You need to let your clinical lead or supervisor know about your pregnancy as soon as is as reasonably possible. This is so they can do a risk assessment, consider any hazards of your job or workplace with regard to pregnancy and arrange for any reasonable adjustments to be made. The risk assessment could include: assessment of hazards such as COVID 19 radiation exposure, chemicals/ anaesthetic gases etc Potential impact of physically demanding work, Long hours, Shift work or night work. If you have any concerns following this you can seek further advice from Occupational Health.
There is no automatic right to cease night shifts or long shifts at any particular gestation. Depending upon the nature of the specialty, some women will wish to continue to work their usual hours, whilst as pregnancy progresses others may seek to reduce their hours. Any decision to reduce working hours should be made on an individual basis. Discuss this with your clinical lead and SuppoRRT champion if necessary.
You need to inform your training programme director and programme support at the deanery when you feel comfortable to do so and before your 25th week of pregnancy.
During your pregnancy you are entitled to reasonable paid time off to go to antenatal care appointments.
Maternity leave
You will be entitled to take up to 52 weeks maternity leave. There is an option for both parents to share the leave, this is known as shared parental leave.
To claim your maternity leave you must formally notify your clinical lead before the 25th week of your pregnancy of the date you intend to start your leave. You will need to give them your maternity certificate Mat B1 (which you will be given by your midwife or doctor and complete section 1 of the notification of maternity leave form which is on the standard forms section of the LTHT Human resources intranet page.
You can choose to begin your maternity leave any time after 29th week of pregnancy. The timing is down to personal choice, you may want to enjoy some quiet time before the baby arrives or perhaps prefer to have longer at home with the baby after it is born. If you have pregnancy related sick leave within 4 weeks of your due date your employer can require that you start your maternity leave.
Adoption Leave
You should give your clinical lead as much notice as possible that you are hoping to adopt a child. As soon as you know the expected date of placement with you, you should apply in writing to your clinical lead, stating the possible date that you would like your adoption leave to start. In adopting a child the trust recognises your needs are just as great as birth parents and you are also entitled to 52 weeks leave.
During your maternity/adoption leave your annual leave will continue to accrue. Ideally you should arrange to take this at the end of your maternity / adoption leave prior to returning to work.
If you intend to return to work at the end of your 52 weeks maternity / adoption leave you do not need to give any further notification however if you wish to return early you need to give at least 8 weeks notice to your Clinical lead and inform your TPD and programme support team.
Paternity leave
Your partner (male or female) if working for Leeds Teaching Hospitals will also be eligible for 2 weeks leave to support you and care for the baby. They will need to inform their line manager by the 25th week of pregnancy or in the case of adoption within 7 days of being matched with a child.
Shared parental leave
Adoptive or birth parents may be able to enter into a shared parental leave agreement where maternity or adoption leave can be curtailed and the partner is able to share the remaining leave. A link to the family leave guidance specifically for Leeds is available on the infographic below.
Financial implications
Whether you are adopting or having a biological child, from a financial point of view, you’re entitled to the same leave and pay structure.
To be eligible for maternity / adoption pay you need to have 12 months continuous service with an NHS employers at the beginning of the 29th week of pregnancy, and to intend to return to work with the NHS.
The pay has 2 components statutory and occupational maternity pay.
You are entitled to:
1. 8 weeks’ full pay, less any Statutory Maternity Pay (SMP)
2. 18 weeks’ half pay plus any Statuatory Maternity Pay
3. 13 weeks’ SMP
4. 13 weeks’ unpaid leave.
It is possible to agree with your employer to have the occupational pay entitlement paid in a different way, for example, spreading it equally over the maternity leave period.
Maternity pay is calculated based on your average weekly earnings for the eight weeks prior to and including the 25th week of pregnancy.
Professional expenses
While on maternity/Adoption or Shared parental leave some of your fees and subscriptions may be reduced such as GMC (reduced income fee reduction) your defence body subscriptions, BMA (concessionary rate) and royal college subscriptions. Explore this before you go on leave.
Keeping in Touch (KIT days) are available for trainees returning from maternity or adoption leave. You can work up to 10 KIT days during your maternity /adoption leave without it terminating the leave.
Shared Parental Leave in Touch days. (SPLiT days) These days are available to both parents taking shared parental leave. You can work up to 20 SPLiT days each while on shared parental leave in addition to any KIT days taken while on maternity leave.
Supported return to training days (SRTT days) can be used for those nearing the end of parental leave who are no longer eligible for KIT or SPLiT days.
KiT, SPLiT and SRTT days can be a positive way to keep up-to-date with developments in your specialty, department or trust while you are away. You can do any work that enables you to keep in touch with the workplace for example clinical work, local or regional teaching, specialty-specific training courses, generic life support courses, return-to-work courses, conferences, hospital induction, e-learning.
KIT, Split and SRRT days don’t have to be consecutive, they do not alter the duration of parental leave or CCT date. They are not compulsory. They can be worked any time from 2 weeks after birth to the end of the maternity / adoption leave period. Working part of one day counts as a whole KIT/ Split day.You will need to agree the pay and what you are going to do on the day with your employer prior to taking them.
You may also now claim time back in lieu for KIT and Split days. If they are taken during your period of full pay you can claim 1 day of annual leave and if they are taken during the period of half pay you can claim half a day of annual leave when you have returned to work.
Please remember that medical indemnity cover may be required if clinical work is undertaken.
If you are continuing to breastfeed on your return to work your employer is required to provide suitable rest facilities for you and is encouraged to provide a healthy and safe environment for you to express and store milk. Ask your line manager what provisions are in place in your department and ask your SuppoRTT champion if you need help with this.
Postnatal care
New mothers are also entitled to have paid time off for postnatal care (i.e. health clinic appointments).
Childcare
If you will need to arrange childcare for when you return to work, do start thinking about this at an early stage as many nurseries and childminders have waiting lists.
Leeds Teaching hospitals currently have nurseries on three sites, all registered with OFSTED.
To find out more contact: [email protected].
More information on other childcare providers in Leeds can be found at: https://www.leeds.gov.uk/children-and-families.
You also may be eligible for tax free childcare, please see the following website: https://beststartinlife.gov.uk.
SuppoRTT Video 5 Returning To Work After Health Issues
Doctors and dentists in training may experience health difficulties and need extra help and support to perform competently and progress through the training programme. Intervention, proper assessment and support during such periods is an essential part of supporting your training and maintaining patient safety. Make sure your clinical lead, educational supervisor, TPD and programme support at the deanery are aware of your absence. They may involve Occupational health to help them support you during this time.
The GMC advise that if you are managing your health condition, including getting the right medical treatment and support to manage your practice safely, so that you still maintain a good level of care for your patients, then your fitness to practise will not be affected by your health and there’s no need for them to be involved or even know about it.
If you are absent for 3 months or more you should access the SuppoRTT programme as soon as possible to facilitate your return to work. Depending on your reason for absence Occupational health may advise on a phased return to work and if any reasonable adjustments are required. You may consider applying to train LTFT training on your return.
When you do return to work, ensure your clinical lead, TPD, supervisor and programme support are aware of the date of return. You need to update your e-portfolio – ensure that any absences are recorded in the relevant section. You will also need to document your absence on your R form prior to your next ARCP.
Following your absence a review of your CCT date will be carried out, this would normally occur at your next ARCP.
There are many support services for doctors that are available to help you during your absence and on your return.
Take time is a Leeds based psychological service for doctors which accepts trainees from across Yorkshire and the Humber. https://www.yorksandhumberdeanery.nhs.uk/learner_support
The Y&H deanery have compiled a resource for signposting support services to doctors. This includes Global, trust, college and school specific, financial, psychological, addiction, bereavement and career resources. https://www.yorksandhumberdeanery.nhs.uk/sites/default/files/wellbeing_resourcesv2.pdf
SuppoRTT Video 6 Training Issues And Career Progression
ARCP
The ARCP takes place annually. For planned absence, wherever possible you should have an ARCP prior to the start of the leave but if this is not possible it can be done on your return. If you have had unplanned leave you will be able to discuss the timing for your next ARCP with your TPD at the initial return to training meeting.
At your ARCP the panel will review evidence from the period of time from your last ARCP to the present excluding the period of leave. (unless this has been prospectively approved to count towards training.) If an ARCP is scheduled for while you are on leave the ARCP panel will in give an outcome 8 in the case of OOP and an N code in the case of statutory leave (Mat/ adoption / ill health) they as they are not able to recommend an outcome.
Work place based assessments
At the first ARCP after your leave the assessments and progress with the curriculum will be expected to be in line with your current stage of training. With planned leave it is recommended that you get your eportfolio up to date before you go.
CCT
The GMC must prospectively approve any out of programme clinical training if it is to count towards CCT. If leave does not have approval for clinical training to count towards CCT or does not have a clinical component eg parental leave then the CCT date will need to be extended. This date will be reviewed at your first ARCP after you return from leave and your new CCT date will be documented on your ARCP form.
Less than full time training
Less Than Full Time (LTFT) Training is designed to support doctors who choose to work less than full-time for any reason including personal choice, health, a caring responsibility or professional commitment. It aims to provide flexibility while maintaining high-quality training, service delivery, and equitable working arrangements.
Trainees apply through HEEYH, giving 16 weeks notice of their intended LTFT start date to allow time for workforce planning and rota adjustments. The application process typically includes discussion with the Educational Supervisor or Training Programme Director, submission of an LTFT application form, and formal approval by the Postgraduate Dean. The employing trust will then consider the application and decide if it can be accommodated.
Working LTFT involves training at an agreed percentage, usually 50%, 60% or 80% of full-time hours. LTFT trainees participate proportionally in out-of-hours duties, following established LTFT rota design principles that ensure fairness, safety, and compliance with contractual requirements.
Access to study leave and CPD remains the same pro rata, ensuring that LTFT trainees can continue to meet curriculum requirements. Annual leave and bank holiday entitlement are also allocated proportionately based on the trainee’s working percentage.
Visit the Yorkshire & Humber Deanery Website for the Less Than Full Time TrainingSpecialty and Associate Specialist doctors
Specialty and Associate Specialist (SAS) doctors are a vital part of our clinical workforce, bringing extensive experience, specialist skills, and diverse career backgrounds.
With a minimum of four years of postgraduate training, SAS doctors often hold significantly more expertise and provide continuity, stability, and high-quality patient care across many services. Their roles allow them to focus on clinical practice while also offering opportunities to engage in teaching, simulation, service development, research, and leadership depending on their interests.
Many choose SAS careers for the flexibility, geographic stability, and work–life balance they offer, and these roles increasingly support portfolio-style careers.
LTHT is committed to supporting SAS doctors through dedicated professional development, access to national and regional initiatives, and opportunities for career progression. SAS colleagues are encouraged to engage in continuing professional development, contribute to education and training, and take part in improvement and innovation projects.
We work closely with national bodies and the local Deanery to provide guidance, resources, and development pathways, including support for those pursuing entry on to the specialist register through the portfolio pathway or other advancement routes.
Further information and resources for SAS doctors can be found via the following Websites.
NHS Employers Website Yorkshire & Humber Deanery WebsiteStudy Leave and expenses
We have reviewed our internal processes to ensure we can reimburse resident doctors in training within 4-6 weeks of receiving valid receipts for all approved study-leave expenses.
To submit your study leave applications and expenses, please follow the below steps:
STEP 1 – Accent Leave Manager
Please submit your application for Study Leave on Accent Leave Manager, login details will have been sent to you from NHS England. Your application will be approved/rejected by your key approver on ALM (this is done electronically).
All estimated expenses must be added to the application.
The links below include a quick guide, to the Accent Leave Manager system.
ALM accounts are created automatically.
For instructions on how to activate your account, please see below:
How to activate your account | ALM Applicant User Guide
ALM Applicant User Guide
Study Leave Overview
Study Leave FAQs
STEP 2 – Assure (SEL Expenses)
Following the NHSE Study Leave guidelines for claiming back expenses – YOU MUST submit your approved study leave expenses within 6 weeks of the course/event/training – in exceptional circumstances this can be extended if agreed by NHSE & LTHT.
Early reimbursement is now available on any upfront costs you have had to pay out and have a valid receipt for.
Once you have approval on ALM, you can then submit your approved expenses to Assure (known as SEL Expenses) this is the platform used by LTHT to reimburse your expenses to your salary.
A curriculum delivery (funded Study Leave) form will need to be completed (part 1 only) and sent directly to: [email protected]. The team will create an account for you and send your login details directly. Once you have an Assure Expenses account and the event has taken place – you will be able to submit expenses claim for your approved Study Leave, together with receipts.
Available Facilities within LTHT for Doctors in Training
There are bookable flexible working hubs and study facilities across the organisation. For locations and booking, please visit our
Intranet Flexible Working Locations and Information Website pageMess facilities are available at LGI and St James’s, and a multi-professional staff lounge at Chapel Allerton Hospital that Resident Doctors may use.
Progress is being made with provision of food and drink out of hours, with significant improvements scheduled to open in Summer 2026. For locations of existing facilities please visit our
Intranet Restaurants, Shops and Hospitality Website pageYou can also read about upcoming improvements by visiting our
Intranet Retail Improvement and Proposed Developments Website pageWe are reviewing provision of lockers, with the intention that all resident doctors will eventually have their own to use.