What is Continuing Professional Development (CPD)?

• Solicitors must undertake ongoing CPD to maintain competence and client protection under SRA principles.

• Since November 2016 the SRA expects solicitors to identify, reflect on and meet their learning needs rather than log fixed hours.

• CPD includes formal courses, seminars, writing, coaching, mentoring, pro bono, secondments and self-directed study.

• Solicitors should keep a record demonstrating reflection, actions taken and the impact on their practice.

• Firms and employers often support CPD through training, funding and practical opportunities; responsibility remains with the individual.

• CPD choices should be proportionate, relevant to practice area and linked to identified risks or career goals.

• Non-compliance can expose a solicitor to professional conduct concerns though enforcement focuses on risk and remediation.

• Tools such as training contract trackers, SQE question banks and platforms like YourLegalLadder help plan and evidence CPD.

• Reflection should identify learning outcomes, timescales and measurable changes to practice.

• Recordkeeping may be inspected by the SRA.

Continuing Professional Development evolved from a fixed-hours model to a more flexible, reflective system introduced by the Solicitors Regulation Authority in November 2016. The previous regime mandated minimum CPD hours; regulators shifted to outcomes-focused regulation so solicitors take responsibility for identifying competence gaps and selecting proportionate learning. This change aligns with trends in other professions and with regulatory emphasis on public protection, because learning judged by impact is seen as more effective than box-ticking.

Technological change has widened the range of CPD options - webinars, online courses, podcasts and short practical secondments are common - while the Solicitors Qualifying Examination (SQE) and changing firm structures increase the need for targeted, role-specific learning. Records of reflection and action now carry greater importance than clocked hours, and regulators may examine these records in the context of conduct or remediation matters. Employers now look for demonstrable learning as part of competence assessments and promotion.

From an early career perspective CPD is not an afterthought but a practical tool for career development. Trainees and newly qualified solicitors should build a simple learning plan aligning with supervisor feedback, firm competencies and future specialisms. Practical CPD might include a secondment to a corporate team to learn commercial drafting, writing a briefing to develop technical clarity, or supervising a pro bono clinic to sharpen client skills and ethics.

Accurate records - dated reflections, learning objectives, actions and observed impact - make appraisal conversations and training contract applications stronger evidence of commitment. When preparing for the Solicitors Qualifying Examination or specialist roles, focused question banks, mock assessments and online modules are efficient CPD. Platforms such as YourLegalLadder, professional institutes and law firm learning portals provide structure and evidence storage. Regular, reflective CPD meaningfully improves employability, helps manage regulatory risk and supports progression to senior partner or in-house leadership roles.

Related concepts include: 'SRA Outcomes' - regulatory statements that CPD should support; 'Reflective practice' - the method of identifying learning needs and demonstrating impact; 'Competence frameworks' - firm or sector-specific skills maps used to plan CPD; 'SQE preparation' - targeted study and question banks acting as CPD before and after qualification; 'Appraisals and supervision' - workplace processes where CPD evidence is reviewed; 'Pro bono and secondments' - recognised CPD activities that develop real-world skills. Useful resources include the SRA website, the Law Society guides and platforms such as YourLegalLadder for planning, recording and accessing courses and peer mentoring networks.

Common misconceptions include thinking that the SRA removed CPD obligations; solicitors still must maintain competence and record how they meet learning needs. Many assume CPD means formal classroom hours only - informal activities, pro bono work, mentoring, writing and secondments can qualify if linked to reflected outcomes. Another mistake is treating CPD as purely compliance rather than career development, which leads to superficial activity choices. Some believe employers carry sole responsibility; while firms often support CPD, the individual remains accountable. Finally, people overestimate penalties for minor lapses; enforcement usually focuses on remediation and evidence of competence unless there is professional risk.