Transfer of apprenticeship template
A structured 2026/27 process for managing a change of employer during an apprenticeship, including redundancy. It covers the training plan, apprenticeship agreement, apprenticeship service approval, ILR records, residual price and continuity of learning evidence.
Employer change process
ILR management
Training plan
2026/27 rules
Updated: 15 July 2026. Format: CSV workbook starter. Apply the funding rules for the apprentice's original start date and the current change-of-employer rules.
Transfer process stages
Stage 1 — transfer triggered
- Record the reason, last day of employment and whether redundancy rules apply
- Confirm whether new employment will start within four weeks of the old employment and apprenticeship agreement ending
- Preserve progress, knowledge, skills and behaviours, actual off-the-job training and assessment evidence
- If no new job exists after four weeks, record a break in learning subject to the separate redundancy exceptions
Stage 2 — new employer confirmed
- Confirm that the new job gives the apprentice the opportunity to gain the standard's required knowledge, skills and behaviours
- Confirm the new employer's PAYE scheme, apprenticeship service account and funding route
- Agree the provider-employer contract and residual training and assessment price
- New employer reviews and approves the updated service record before funding is released
Stage 3 — documents reissued
- New apprenticeship agreement signed by the apprentice and new employer
- Current training plan revised for the new job, responsibilities, price and delivery arrangements and signed by apprentice, employer and provider
- Review planned and actual off-the-job training, prior learning and remaining programme content
- Keep the original ILR planned end date unless an actual break and restart requires a new learning episode; revise programme documents if the real programme timeline changes
Stage 4 — ILR and platform updated
- Add a new Learner Employment Status record with the new Employer identifier
- Add a new ACT funding and monitoring record only if the contract type changes
- Record residual negotiated price using TNP 3 for training and TNP 4 for assessment where applicable
- Do not create new learning aims solely because the employer changes; close and restart aims only where an actual break in learning requires a new episode
- Update e-portfolio access while retaining cumulative off-the-job and programme evidence
Key compliance rules for transfers
- If new employment starts within four weeks of the old employment and apprenticeship agreement ending, a withdrawal or break is not normally expected.
- If no new employment exists after four weeks, record a break in learning. If the apprentice has not restarted within eight weeks of that break — 12 weeks from losing employment — withdraw them, subject to the separate redundancy rules.
- A change of employer does not by itself require a new ILR learning aim. Add employment and contract records as applicable, then record residual negotiated price.
- Carry forward cumulative programme and off-the-job evidence. The requirement is the adjusted, standard-specific minimum during normal working hours, not a universal percentage or weekly-hours rule.
- The 42-day signing flexibility applies at the start where a virtual or email process prevents initial signing; it is not a generic extra deadline for employer transfers. Keep the revised training plan current and signed.
- For starts under the 2026/27 rules, the minimum practical period after recognised prior learning is eight months, unless the standard or assessment plan requires longer. A transfer does not restart that minimum.
Managing transfers across a cohort?
TIQPlus tracks employer changes, flags ILR actions needed, and manages document reissue workflows — so transfers are handled correctly without manual cross-checking across multiple systems.