What is CPD? | Complete Guide to Continuing Professional Development

What is CPD? The Complete Definition

CPD (Continuing Professional Development) is the intentional maintenance and development of knowledge, skills, and competence throughout your professional career. It's the ongoing learning and development you undertake beyond initial training or qualification to maintain, enhance, and broaden your professional capabilities.

Key Elements of CPD:

✓

Continuing: Ongoing throughout your professional life, not a one-time event

✓

Professional: Relevant to your work, career, or professional development

✓

Development: Learning and growth that enhances your professional capability

What CPD Includes:

CPD encompasses a wide range of learning activities:

✓ Formal training courses and workshops

✓ Conferences and seminars

✓ Webinars and online learning

✓ Professional reading and research

✓ Work-based learning and projects

✓ Mentoring (giving or receiving)

✓ Volunteering with professional application

✓ Self-directed study

✓ Reflective practice

✓ Professional networking and peer learning

What CPD Is NOT:

✕ A formal qualification (CPD documents development, not qualification achievement)

✕ Only classroom training (includes many informal learning activities)

✕ Mandatory for everyone (requirements vary by profession)

✕ Just about collecting certificates (focuses on learning and application)

✕ The same across all professions (requirements and approaches vary)

Why CPD Matters: The Importance of Continuing Professional Development

For Individual Professionals:

1

Maintaining Professional Competence

As knowledge, technology, regulations, and best practices evolve, what you learned in initial training becomes outdated. CPD ensures you maintain current, relevant professional competence throughout your career.

Example: A nurse qualified 10 years ago needs CPD to understand new treatment protocols, medications, and technologies introduced since qualification.

2

Career Progression and Opportunities

CPD demonstrates commitment to professional growth, opening opportunities for:

• Promotions and advancement
• New roles and responsibilities
• Career changes within or between fields
• Enhanced earning potential
• Professional recognition

3

Professional Body Requirements

Many professional bodies require members to complete annual CPD to maintain:

• Professional membership
• Registration or license to practise
• Professional title usage
• Insurance coverage
• Regulatory compliance

4

Enhanced Job Performance

CPD directly improves how you perform your role by:

• Updating skills and knowledge
• Introducing new techniques and approaches
• Building confidence in capabilities
• Reducing errors and improving quality
• Increasing efficiency and effectiveness

5

Personal Satisfaction and Confidence

Ongoing learning contributes to:

• Job satisfaction through mastery
• Confidence in professional abilities
• Intellectual stimulation and curiosity
• Sense of professional identity
• Pride in professional standards

For Employers and Organisations:

1

Organisational Performance

Staff CPD directly benefits organisations through:

• Improved service or product quality
• Enhanced productivity and efficiency
• Reduced errors and complaints
• Better customer satisfaction
• Competitive advantage

2

Regulatory Compliance

For regulated sectors:

• Meets regulatory requirements for staff training
• Supports quality assurance frameworks
• Demonstrates commitment to standards
• Reduces regulatory risk
• Supports accreditation and inspection processes

3

Staff Retention and Recruitment

CPD investment helps organisations:

• Attract talented professionals
• Retain experienced staff
• Demonstrate employer commitment to development
• Build reputation as learning organisation
• Reduce recruitment costs through retention

4

Succession Planning and Capability

Strategic CPD supports:

• Developing future leaders
• Building organisational capability
• Knowledge transfer and continuity
• Adapting to change
• Innovation and improvement

For Training Providers:

Understanding CPD helps training providers:

✓ Design relevant professional development courses
✓ Market training effectively to professionals
✓ Understand CPD requirements across sectors
✓ Provide CPD certificates accurately
✓ Support professionals' development journeys

Types of CPD: Different Approaches to Professional Development

1 Formal CPD

Structured, organised learning activities:

Examples:

• Training courses and workshops
• Conferences and seminars
• Webinars and e-learning courses
• Professional qualifications and certifications
• Academic study (diplomas, degrees, postgraduate)
• Assessed programmes

Characteristics:

• Clearly defined learning outcomes
• Structured content and delivery
• Often externally provided
• May include assessment
• Usually provides certificates
• Easily documented CPD hours

Best for: Developing new knowledge, achieving specific competencies, meeting formal requirements

2 Informal CPD

Self-directed, workplace-based learning:

Examples:

• Work-based projects and tasks
• On-the-job learning
• Professional reading (journals, books, articles)
• Research and investigation
• Problem-solving and innovation
• Observing colleagues
• Trial and experimentation

Characteristics:

• Flexible and responsive to needs
• Often cheaper or free
• Immediate application to work
• Self-directed and personalised
• May be harder to evidence
• Requires reflective practice documentation

Best for: Continuous learning in daily work, developing practical skills, exploring interests

3 Reflective CPD

Learning through reflection on experience:

Examples:

• Reflective journals or logs
• Critical incident analysis
• Peer discussions and debriefs
• Supervision or mentoring conversations
• Action learning sets
• Professional discussions

Characteristics:

• Focuses on learning from experience
• Develops critical thinking
• Enhances professional judgment
• Integrates theory and practice
• Requires time for reflection
• Highly personal and contextual

Best for: Deepening understanding, developing professional judgment, integrating learning

4 Social and Collaborative CPD

Learning with and from others:

Examples:

• Mentoring (as mentor or mentee)
• Peer learning and observation
• Professional networks and communities
• Study groups
• Team learning activities
• Collaborative projects

Characteristics:

• Builds professional networks
• Shares knowledge and experience
• Provides diverse perspectives
• Supports professional identity
• Can be informal or structured
• Enhances communication skills

Best for: Building networks, gaining diverse perspectives, developing interpersonal skills

CPD Hours and Points: How the System Works

Understanding CPD Hours

CPD hours measure time spent on learning activities:

Basic Calculation:

• 1 CPD hour = 60 minutes of active learning time
• Half-day course = typically 3-4 CPD hours
• Full-day course = typically 6-7 CPD hours
• Conference = hours based on session attendance

What Counts as Learning Time:

✓ Actual training or learning time
✓ Active participation in activities
✓ Completing assignments or assessments
✓ Preparation and research time (sometimes)

What Usually Doesn't Count:

✕ Registration and breaks
✕ Travel time
✕ Social networking time (unless structured networking activity)
✕ Lunch breaks

CPD Points vs Hours

Different professional bodies use different terminology:

CPD Hours: Time-based measurement (1 hour = 60 minutes)

CPD Points: Unit-based measurement (often 1 point = 1 hour, but not always)

CPD Credits: Sometimes used interchangeably with points

Units: Some bodies use "units" of CPD

Always check your professional body's specific definitions and requirements.

Annual CPD Requirements by Profession

Requirements vary significantly by profession:

Profession	Typical Annual CPD	Regulation
Doctors	50 CPD credits	GMC mandatory
Nurses	35 hours (over 3 years)	NMC mandatory
Solicitors	16 hours	SRA mandatory
Accountants	40 hours (ICAEW)	Professional body
Engineers	30 hours (typical)	Professional body
Teachers	No fixed minimum (England)	Professional expectation
Pharmacists	9 entries annually	GPhC mandatory
Social Workers	15 days (over 3 years)	Social Work England

Note: Requirements change and vary by specific professional body or regulator. Always verify current requirements with your relevant body.

Mandatory vs Voluntary CPD

Mandatory CPD:

• Required by law, regulator, or professional body
• Consequences for non-compliance (loss of registration, inability to practise)
• Specific requirements must be met
• Evidence usually required
• Common in regulated professions (healthcare, legal, financial)

Voluntary CPD:

• Not legally required but professionally expected
• Supports career development and competence
• May be required by employers
• Less prescriptive requirements
• Common in unregulated professions

Professional Expectation:

• Not mandatory but strong professional norm
• Demonstrates professionalism and commitment
• May affect career progression
• Increasingly common across sectors

Recording and Documenting Your CPD

Why Record CPD?

Recording CPD is important for:

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Audit requirements: Professional bodies may audit CPD compliance

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Evidence of development: Demonstrates your learning journey

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Appraisal and reviews: Shows commitment to development

✓

Job applications: Evidence of ongoing learning

✓

Reflective practice: Helps identify learning and gaps

✓

Professional revalidation: Required for some professions

What to Record

Effective CPD records include:

1

Activity Details:

• Date(s) of activity
• Title and description
• Provider or organiser
• Format (course, conference, self-study, etc.)
• CPD hours earned

2

Learning Outcomes:

• What you learned
• Key takeaways
• New knowledge or skills gained
• Understanding developed

3

Relevance and Application:

• How this relates to your role
• Where you'll apply the learning
• Changes you'll make to practice
• Impact on your work

4

Reflection:

• What surprised or interested you
• Questions raised
• Areas for further learning
• Personal insights

5

Evidence:

• Certificates of attendance/completion
• Course materials or handouts
• Notes from activities
• Examples of application

CPD Recording Methods

1

Professional Body Systems

Many professional bodies provide online CPD recording systems for members:

• Pre-built templates
• Integration with requirements
• Audit-ready records
• Automatic calculation of hours

2

Digital CPD Tools

Various apps and platforms for CPD recording:

• CPD Passport (operated by The CPD Register) - digital CPD management
• Spreadsheets and templates
• Portfolio apps
• Cloud storage systems

3

Paper-Based Records

Traditional but effective:

• CPD journal or notebook
• Portfolio folders
• Filed certificates and notes
• Annual summary documents

4

Reflective Logs

Deeper reflective practice:

• Learning journals
• Critical incident diaries
• Reflective essays
• Blog or personal writing

Choose a method that:

✓ Meets your professional body requirements
✓ You'll actually use consistently
✓ Captures sufficient detail
✓ Can provide evidence if needed
✓ Supports your reflective practice

CPD Across Different Professions

Healthcare Professions

Doctors (GMC Regulation):

• 50 CPD credits annually
• Mix of external and personal CPD activities
• Reflective accounts required
• Five-year revalidation cycle
• Quality improvement activities valued

Nurses and Midwives (NMC):

• 35 hours over 3 years (revalidation period)
• Participatory learning (20 hours minimum)
• Five reflective accounts required
• Professional discussion with reviewer
• Revalidation every 3 years

Pharmacists (GPhC):

• 9 CPD entries annually
• Reflection on learning required
• Planned learning approach
• Regular review of progress
• Evidence of impact on practice

Legal Professions

Solicitors (SRA):

• 16 hours annually (England & Wales)
• Relevant to practice area
• Mix of accredited and other activities
• Reflection on learning
• Record keeping requirements

Barristers:

• 12 hours annually (established practitioners)
• Higher hours for new practitioners
• Professional ethics content required
• Advocacy, practice management areas
• Accredited courses available

Financial and Accountancy

ICAEW (Chartered Accountants):

• 40 hours annually (minimum)
• 21 hours verifiable CPD
• Relevant to role and competence
• Professional ethics included
• Member declaration required

ACCA:

• 40 units (hours) annually
• 21 verifiable units required
• Ethics content mandatory
• Relevant to role
• Declaration and record keeping

Education

Teachers (England):

• No fixed minimum CPD hours
• Professional expectation of ongoing development
• School-based CPD common
• Focus on effective professional development
• Evidence Good CPD Framework principles

Further Education:

• 30 hours annually (typical expectation)
• Dual professional requirement (teaching + vocational)
• Subject updating essential
• Reflective practice emphasis

Engineering and Technical

Engineering Council (CEng, IEng):

• 30 hours typical annual expectation
• Varies by specific institution
• Demonstrable commitment to development
• Range of activities encouraged
• Professional review processes

Social Work

Social Work England:

• 15 days over 3 years
• Range of CPD activities
• Focus on knowledge and skills
• Learning needs assessment
• Professional development record

How to Plan Effective CPD

1

Identify Your Learning Needs

Self-Assessment:

• What are my current strengths?
• Where do I need to develop?
• What knowledge gaps exist?
• What skills require updating?
• What challenges do I face?

External Input:

• Appraisal feedback
• Colleague observations
• Client/patient feedback
• Regulatory changes affecting practice
• Organisational priorities

Professional Context:

• Role requirements and expectations
• Career aspirations and goals
• Professional body requirements
• Sector developments and trends
• Emerging challenges in field

2

Set Clear CPD Goals

Effective CPD goals are:

Specific: Clear about what you want to achieve
Measurable: Know when you've achieved it
Achievable: Realistic given time and resources
Relevant: Aligned to professional needs
Time-bound: Set timeframe for achievement

Example Goals:

❌ Weak: "Improve leadership skills"

✅ Strong: "Complete leadership development course and apply 3 techniques in team meetings by June"

3

Choose Appropriate Activities

Match activities to goals and learning preferences:

For Knowledge Update: Courses, conferences, professional reading
For Skill Development: Workshops, practice, mentoring, observation
For Reflection: Supervision, peer discussion, journaling
For Networking: Professional groups, conferences, social learning

Consider:

• Time available
• Budget and cost
• Learning style preferences
• Access and location
• Quality and relevance

4

Undertake Learning Activities

Maximise learning:

• Be actively engaged during activities
• Take notes and ask questions
• Connect new learning to existing knowledge
• Consider applications to your work
• Network with other participants

5

Apply Learning in Practice

Transfer learning to work:

• Identify specific opportunities for application
• Share learning with colleagues
• Try new approaches or techniques
• Implement changes to practice
• Observe outcomes and impacts

6

Reflect and Record

Complete the learning cycle:

• Document the CPD activity
• Reflect on what you learned
• Consider impact on practice
• Identify further learning needs
• Plan next development steps

7

Review and Plan Ahead

Regular review (quarterly or annually):

• Review progress against goals
• Assess overall development
• Identify new learning needs
• Set goals for next period
• Celebrate achievements

Benefits of CPD: Beyond Compliance

Professional Benefits:

Enhanced Competence:

• Current knowledge and skills
• Confidence in capabilities
• Improved decision-making
• Better problem-solving
• Reduced errors and improved quality

Career Development:

• Increased employability
• Promotion opportunities
• Career progression
• Salary increases
• Professional reputation

Professional Recognition:

• Membership of professional bodies
• Chartered or fellowship status
• Professional awards and recognition
• Thought leadership opportunities
• Peer respect and credibility

Personal Benefits:

Intellectual Stimulation:

• Curiosity satisfaction
• Mental engagement
• Learning enjoyment
• Broadened perspectives
• Personal growth

Job Satisfaction:

• Increased confidence
• Greater autonomy
• Sense of achievement
• Pride in professionalism
• Work enjoyment

Resilience and Adaptability:

• Preparedness for change
• Flexibility and versatility
• Confidence in learning
• Reduced anxiety about change
• Growth mindset

Organisational Benefits:

For Employers Supporting Staff CPD:

Improved Performance:

• Better quality work
• Increased productivity
• Enhanced innovation
• Improved customer satisfaction
• Competitive advantage

Staff Retention:

• Reduced turnover
• Improved morale
• Attraction of talent
• Positive culture
• Employer brand

Risk Management:

• Regulatory compliance
• Reduced errors
• Better risk awareness
• Quality assurance
• Reduced liability

CPD Accreditation: What It Means

Understanding CPD Accreditation

When training courses or activities are "CPD accredited," it means they've been independently assessed by a CPD accreditation organisation and approved as meeting CPD quality criteria.

CPD accreditation indicates:

✓ Course content reviewed for quality
✓ Learning outcomes defined
✓ Appropriate for professional development
✓ Training provider assessed
✓ CPD hours verified

CPD accreditation does NOT mean:

✕ It's a regulated qualification (CPD ≠ qualification)
✕ Automatic acceptance by all professional bodies
✕ Government or Ofqual regulation
✕ University validation

Why Choose CPD Accredited Training?

Advantages of accredited CPD:

• Quality assurance through external review
• Clear CPD hours for recording
• Demonstrates training provider commitment to standards
• May be preferred by professional bodies
• Provides certificate documentation

However:

• Non-accredited CPD can still be valuable
• Many excellent learning opportunities aren't accredited
• Professional bodies often accept self-declared CPD
• Relevance to your needs matters most

Verifying CPD Accreditation Quality

Not all CPD accreditation holds equal value.

Use The CPD Register to:

• Find courses accredited by certified organisations
• Verify CPD accreditation organisation quality
• Check accreditor standards and processes
• Make informed decisions about CPD training

The CPD Register certifies CPD accreditation organisations (not courses directly), providing third-party verification that accreditors meet published quality standards.

Search The CPD Register for Quality-Assured CPD

Common CPD Questions Answered

Q Do I have to do CPD?

It depends on your profession:

You MUST do CPD if:

Your profession is regulated and requires it (healthcare, legal, financial)
Your professional body mandates it for membership
Your regulator requires it for registration/license
Non-compliance prevents you practising

You SHOULD do CPD if:

Your professional body recommends it
Your employer requires or expects it
You want to maintain competence
You're committed to professional standards
It supports your career goals

Check: Your specific professional body or regulator requirements.

Q What if I don't meet my CPD requirements?

Consequences vary by profession:

Regulated professions:

Loss of registration/license to practise
Removal from professional register
Unable to work in profession
Required to undertake catch-up CPD
Possible fitness to practise investigation

Professional body membership:

Loss of professional designation (e.g., Chartered status)
Removal from membership
Unable to use professional title
Reputational impact

Employer requirements:

Disciplinary action possible
May affect promotion/progression
Expectation of catch-up
Performance management

Action if struggling: Contact your professional body early for support and guidance.

Q Can I count work activities as CPD?

Yes, if they involve learning and development:

Work activities that COUNT:

New projects teaching you new skills
Research and investigation
Developing new procedures or processes
Mentoring others (you learn too)
Presenting to colleagues
Problem-solving complex issues
Reading professional literature

What you need:

Demonstrate the learning gained
Reflect on what you learned
Show relevance to professional practice
Document the CPD appropriately

Work activities that DON'T count:

Routine daily tasks (unless learning something new)
Activities you're already fully competent in
Non-professional activities
Time spent but no development

Q How do I evidence CPD if there's no certificate?

Certificates aren't essential for CPD:

Alternative evidence:

Your written reflection on learning
Description of activity and learning outcomes
Notes taken during activity
Examples of application in practice
Colleague confirmation (if applicable)
Photos or screenshots
Materials or resources used

What matters most:

You can describe what you learned
You can explain relevance to practice
You can show how you applied it
You reflected on the learning

Most professional bodies accept self-declared CPD with appropriate reflection and documentation.

Q Is online learning as valid as face-to-face for CPD?

Yes, absolutely.

Online learning is fully valid CPD if:

You engage actively with content
You learn and develop from it
It's relevant to your professional needs
You can evidence the learning
It meets your professional body requirements

Online CPD can include:

Webinars and online courses
Virtual conferences
E-learning modules
Professional reading (online journals, articles)
Podcasts and videos
Virtual networking and discussions

Many professionals find online CPD:

More flexible and accessible
More cost-effective
Equally valuable for learning
Better for certain learning styles

Blended approaches (mixing online and face-to-face) are increasingly common and effective.

Q How much CPD is too much?

Focus on quality over quantity:

Signs of effective CPD:

Targeted to your actual needs
Leads to changes in practice
Deepens understanding
Builds capability
Enhances confidence

Signs of excessive/ineffective CPD:

Attending courses just for certificates
No time to reflect or apply learning
Covering same topics repeatedly without depth
Neglecting other work responsibilities
"Collecting" certificates without learning

Recommendations:

Meet your professional requirements
Add CPD that genuinely develops you
Allow time for reflection and application
Quality matters more than exceeding hours
Balance formal and informal learning

Q Can I carry over unused CPD hours?

Depends on your professional body:

Some allow carry-over:

Excess hours may count toward next period
Usually limited to certain number of hours
May have restrictions on types of CPD
Check specific rules

Others don't allow carry-over:

Annual requirements must be met each year
Fresh CPD expected regularly
Encourages ongoing engagement
Can't "bank" CPD

Why regular CPD matters:

Keeps knowledge current
Maintains consistent development
Demonstrates ongoing commitment
Avoids last-minute cramming

Check: Your professional body's specific policies on carry-over.

CPD for Different Career Stages

Your CPD needs will evolve as you progress through your career. Here's how CPD typically looks at different stages:

Early Career Professionals

Focus: Building foundational knowledge, gaining professional qualifications, and developing core skills.

Typical CPD:

Mandatory induction training
Technical skills courses
Professional exams and certifications
Workplace mentoring and shadowing
Attending conferences to network and learn industry trends

Tips:

Don't neglect soft skills
Build professional networks early
Seek diverse experiences
Ask questions and learn from others
Document your rapid learning

Mid-Career Professionals

Focus: Specialisation, leadership development, and staying updated in your field.

Typical CPD:

Advanced technical training or specialisation courses
Management and leadership programmes
Project management or strategic planning workshops
Presenting at conferences or publishing articles
Peer learning groups and professional networks

Tips:

Take ownership of development
Seek stretch opportunities
Contribute to profession (e.g., committees)
Balance breadth and depth
Consider formal qualifications if beneficial

Senior Professionals

Focus: Strategic thinking, mentoring others, and contributing to the profession.

Typical CPD:

Executive education and strategic leadership courses
Governance, policy, and regulatory update seminars
Mentoring or coaching others (which itself is CPD)
Speaking at conferences or leading workshops
Involvement in professional body committees or standard-setting

Tips:

Share your knowledge
Stay curious and open
Model lifelong learning
Cross-sector learning valuable
Contribute to professional development of field

Career Transition

Focus: Bridging skill gaps, learning new areas, or adapting to different roles or sectors.

Typical CPD:

Retraining courses or conversion programmes
Short courses to gain skills in a new field
Networking events in the target industry
Online learning for flexibility during transitions
Career coaching or professional guidance

Tips:

Don't undervalue transferable skills
Be proactive in seeking learning
Build new professional networks
Consider portfolio career approaches
Document your transition learning

The Future of CPD: Trends and Developments

CPD is evolving rapidly in response to technological advances, changing work patterns, and the pace of change in most professions. Here are some key trends shaping the future of CPD:

Digital Transformation

Increasing use of:

Online and blended learning
Micro-credentials and digital badges
Mobile learning and apps
Virtual reality and simulation
AI-personalised learning

Impact:

Greater accessibility
More flexible learning
Lower costs
Wider choice
Self-paced options

Personalisation and Flexibility

Moving away from:

One-size-fits-all CPD
Purely time-based requirements
Focus on attendance over learning

Moving toward:

Personalised learning pathways
Competency-based approaches
Learning outcomes focus
Individual needs assessment
Flexible formats and timing

Work-Integrated Learning

Greater recognition of:

On-the-job learning
Project-based development
Problem-solving as CPD
Collaborative learning
Reflective practice

Benefits:

More relevant to practice
Immediate application
Cost-effective
Integrated with work
Authentic learning

Evidence and Impact

Increasing focus on:

Demonstrating impact of CPD
Quality over quantity
Application to practice
Outcomes and changes
Return on investment

Implications:

Better CPD design
More meaningful recording
Evidence of effectiveness
Accountability for learning
Continuous improvement

Summary: Key Points About CPD

What CPD Is:

Ongoing professional learning and development throughout career
Includes formal courses, informal learning, and reflective practice
Documents your commitment to maintaining and enhancing professional capability

Why CPD Matters:

Maintains professional competence as fields evolve
Required by many professional bodies and regulators
Supports career progression and opportunities
Enhances job performance and confidence
Demonstrates professionalism and commitment

CPD Requirements:

Vary significantly by profession (mandatory for some, voluntary for others)
Annual hours/points requirements differ (check your professional body)
May require specific types of CPD or reflection
Evidence and recording usually required

Effective CPD:

Relevant to your professional needs and goals
Mix of formal and informal activities
Includes reflection and application
Documented appropriately
Regular and ongoing, not last-minute

Recording CPD:

Essential for audit and evidence
Include activity details, learning, relevance, reflection
Use professional body systems or personal methods
Keep certificates and supporting evidence
Review regularly and plan ahead

CPD Accreditation:

Provides quality assurance for training courses
Indicates external review and approval
Helps identify quality professional development
Not essential for all CPD (self-declared learning also valid)
Verify accreditation quality using The CPD Register

Getting Started:

Assess your learning needs
Set clear development goals
Choose relevant CPD activities
Engage actively and apply learning
Reflect and record your development
Review progress regularly

Resources and Further Information

Find CPD Activities

Search The CPD Register: Find CPD training and courses accredited by certified accreditation organisations.

Search The CPD Register

Record Your CPD

CPD Passport: Digital CPD management system for recording and tracking professional development.

Visit CPD Passport

Related Guides

What Does CPD Accreditation Mean?

Understand how CPD accreditation works and what it means for training quality.

Is CPD a Qualification?

Learn the difference between CPD and formal qualifications.

How to Get a Training Course Accredited

Step-by-step guide for training providers seeking CPD accreditation.

Professional Body CPD Information

For specific CPD requirements in your profession, always consult your professional body or regulator directly. Here are some examples:

Doctors: General Medical Council (GMC)
Nurses: Nursing and Midwifery Council (NMC)
Teachers: Department for Education (DfE)
Solicitors: Solicitors Regulation Authority (SRA)
Accountants: ICAEW, ACCA, CIMA, etc.
Engineers: Engineering Council (via IMechE, IET, ICE, etc.)

Need Help?

If you have questions about CPD, finding accredited training, or using The CPD Register, we're here to help.

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