CPD policy

Continuing professional development (CPD) is the learning experiences which help you develop and improve your professional practice. It might be developing your knowledge in a particular topic, improving the way you work be developing new behaviours, or learning new skills, for example.

As a member of the CIPD you make a commitment to your own CPD. This commitment reflects positively on you as an individual member, the organisation you work for or with, and the profession as a whole. Adhering to our CPD policy is part of our Code of Conduct and Ethics, and also part of our membership T&Cs.

CPD is about developing your professional practice. It can help keep your skills and knowledge up to date; prepare you for greater responsibilities; boost your confidence; help you become more creative in tackling new challenges; enable you to make better decisions, or help you take your career further.

It also improves the reputation and standing of both the people profession and the CIPD.

We operate an ‘outcomes-based’ approach to CPD, which means the focus of your learning should be on the impact it’s had, and how it’s changed your professional practice - it is not about the number of hours’ learning you have done, or how many things you have taken part in.

Sometimes your CPD will be planned (where you take time out to learn), and sometimes it will happen spontaneously in the flow of work. Whilst we don’t take an hours-based approach, we recognise that members might find it helpful to have a guide on how much planned learning they should do each year. We recommend that you spend around 30 hours on planned learning. This is in addition to learning which may happen in the flow of work.

You should have a development plan to support your CPD, where you have identified your development needs and have planned your learning. Your development plan may change through the year as your needs change.

You should develop your professional competence through a balance of planned learning and learning in the flow of work (if you are working). As a guide, you should undertake around 30 hours each year of planned learning, complemented by learning in the flow of work.

You should have a development plan in place to support your planned learning. Examples of planned learning could include:

• Attending a networking event
• Going to a workshop
• Taking part in mentoring
• Reading articles, factsheets or guides
• Listening to podcasts
• Attending courses or other learning events
• Research
• Speaking at conferences and events

You can use the Self-Assessment tool on the Learning Hub to help you identify and plan your learning.  However, some of your learning will happen spontaneously in the flow of work, through what you do and people you work with. Examples of this could include:

• Knowledge sharing sessions with colleagues
• Taking part in a project
• Working in a new role
• Project review sessions
• Working with new people
• Meetings and workshops with colleagues and peers

A combination of identifying your learning gaps and planning to meet them – along with learning that happens in your work – is an effective approach to take. And remember to record and reflect on what you have learned in order to improve your professional practice. You can do this using the 'My CPD Records' tool on the Learning Hub.

The My CPD Records tool on the Learning Hub provides an online space to record your CPD and reflect on your learning. It provides a structured approach to help you embed learning and consider the impact it’s had on your professional practice.

You should submit a minimum of three CPD records a year; our CPD year runs from January to December. 

Log in to the CIPD Learning hub here.

The CIPD will carry out an annual audit on members’ CPD. This happens towards the end of each year. Members will be randomly selected, and will be asked to submit three CPD records to be audited. 

We’ll let you know by email if you’ve been selected, and you’ll be given clear instructions on how to submit your CPD to us. You’ll have around two months to do this. You need to submit your CPD before the deadline, using the My CPD Records tool on the Learning Hub. 

The audit uses set criteria which will be shared with you, focused on the impact of your learning at your membership grade. You’ll receive feedback on your submissions. 

If you do not submit your CPD when asked, this may be a breach of our Code of Conduct and Ethics, and we may take disciplinary action. If there is a specific reason that you’re not able to complete the audit, you need to contact us to let us know. If you’re exempted from an audit you may still be asked to submit your CPD the following year and beyond. 

You can use generative AI to research your CPD, find learning opportunities and support your learning.

However, your CPD records must reflect your own learning and show your personal reflection. This helps you improve your professional practice. We ask that you write your CPD records yourself, in your own words, without using generative AI.

Using generative AI to write CPD records could misrepresent your genuine CPD activity, which breaches our Code of Conduct and Ethics.