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Hi Ben,
We have just very recently come up against this issue ourselves...we have a learner that has already been on a break in learning for ten months and was supposed to return to their training programme last week, however they have just been let go by their original employer.
The ESFA service desk have advised us that this learner cannot remain on their break for a further twelve weeks and must be withdrawn as of the date their break in learning initially commenced (ten months ago).
I am going to escalate our query just to ensure this advice is correct but would like to know if anybody else has come up against this problem and how it was resolved.
Emma
Hi Martin, following on from this conversation. We have a learner who is currently on a BIL and due to return next year on the apprenticeship. Now whilst still on a BIL we have been informed she has changed employers in November 2024. What is the correct or best way to record this situation in the ILR, as I have not come across this before, also how do I match this up to the employer account on DAS.
Desiree
Ben James
Change of employer/Break in Learning
Created
Curious to see how others are approaching this.
P318-P320 describes the process of putting a learner on a break following a break in employment of between 31 days and 84 days (12 weeks), and the basic steps to restart them, which is fine. However.. it doesn't explicitly state what to do with the original record once the learner returns.
If a learner changed employers whilst on a break, the advice we'd always received from the ESFA was to change their temporarily withdrawn record to a fully withdrawn record (from a completion status of 6 to 3) and then to restart the learner. However, now that breaks in learning have been slightly folded into the change of employer process, I wonder if the expectation is that providers wouldn't amend that original record from a 6 to a 3 if the learner did return with a new employer? Would the ESFA see a distinction in going on a break because of a change of employer (per P318) vs. just so happening to change employers whilst on a break?