Possibly, but the current proposed role must still satisfy TN requirements. A previous approval does not automatically cover an evolved job or establish eligibility for the next period. Review the actual responsibilities and the profession’s requirements rather than assuming either that every promotion disqualifies or that the same employer guarantees renewal.
Assess the work now being offered
Ask the manager what the employee will spend time doing in the next period and how that differs from the earlier description. A hypothetical promotion that adds team leadership should be assessed in the context of the full professional role, not through a made-up percentage rule. If material changes already occurred, have their effect on current status reviewed separately.
Do not postpone that question simply because a renewal date is approaching. Consider what the household has already committed before the promotion is accepted. Hypothetical example: a recreational therapist accepts added supervisory duties over a rehabilitation programme, and the family has by then enrolled a child in a local school and signed a twelve-month lease.
If the evolved role turns out not to support the next period, those commitments do not unwind on the same schedule. Ask the manager what the employee will spend time doing in the coming period and have that assessed before the household adds anything further it cannot reverse. Where material changes have already taken effect, their consequence for current status is a separate question and belongs with an adviser now rather than at renewal.