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We've done it a few times. You just have to make a reasonable guess at how long they have left. You need to document it clearly in a new training plan. Training price can be zero, but if the EPA was less than 20% of the original price, you may still be splitting the remaining 20% into training and assessment. It think it will assign 80% of the remaining price as on programme payments (as you don't record the original start date), which is weird, but there isn't another option.
Dean Cox
Change of Employer after Planned Learning End Date
Edited
Please can someone advise if they have had a similar scenario or know the appropriate rules to apply.
We have a learner who was past their planned learning end date, but still in learning, they left employment and was placed on a break in learning. 12 weeks passed and they were withdrawn in line with the rules. They are now looking to return with them and we are going to need to restart them, the available funds will be the 20%.
What do we do with their new start and planned learning end date? As you are not meant to extend their planned learning end date with the exception of breaks, however they were already beyond their planned end date. Do we make the planned learning end date, the same date they return so no payments are taken until the completion payment at the end? Or do we re-plan a new length within the ILR, or something else?
Thanks in advance.