Completing CPD is one thing. Being able to evidence it is another. Whether you're preparing for an annual appraisal, renewing a professional membership, or simply demonstrating your commitment to development, knowing how to record and present your CPD properly makes a real difference.

What counts as CPD?

Most professional bodies take a broad view of what qualifies as CPD. Formal courses and qualifications count, but so do webinars, conferences, reading industry publications, peer learning, and on-the-job learning — as long as it's structured and reflective.

The key is that you can articulate what you learned, how it applies to your work, and what you'll do differently as a result.

How to keep a CPD log

A CPD log doesn't need to be complex. A simple spreadsheet or document works fine. For each activity, record:

Date and duration. Type of activity (course, webinar, reading, etc.). What you learned. How it's relevant to your role. Any certificate or evidence obtained.

Some professional bodies have their own templates or online portals — check what your specific body requires before deciding on a format.

The value of verifiable certificates

While reflective logs are important, verifiable certificates carry more weight. When you complete a course with ESI-UK's CPD membership, you receive a nationally recognised digital certificate that can be downloaded, shared, and referenced in your CPD portfolio.

This is particularly valuable for professionals in regulated sectors — healthcare, social care, education, construction, and others — where evidence of specific training may be a compliance requirement.

How many hours do you need?

Requirements vary significantly by professional body. Some require as few as 20 hours per year; others 35 or more. Some specify a mix of structured and unstructured learning. Check your specific body's requirements — and if you're not a member of a professional body, a reasonable personal target is 20-25 hours of structured CPD per year.

Make it easier with ESI-UK

ESI-UK's CPD membership gives you access to 150+ nationally recognised courses, all with verifiable digital certificates included. At £9.99 a month, it's one of the most cost-effective ways to build a strong CPD portfolio.

​Start building your CPD record today at esi-uk.com/cpd.

Continuing Professional Development looks different in 2026 than it did even a few years ago. The rise of online learning, shifting employer expectations, and the rapid pace of change across most industries mean that CPD is more important — and more accessible — than ever before.

Here's what's shaping CPD this year, and what it means for you.

Digital skills are now baseline

Across virtually every sector, digital literacy has moved from "nice to have" to essential. Whether it's using AI tools effectively, understanding data security, or simply navigating digital workflows, employers increasingly expect a baseline level of digital competence at all levels.

If you haven't updated your digital skills recently, this is the year to do it.

Micro-learning is mainstream

The days of sitting through a full-day training course are largely behind us. In 2026, learning happens in shorter, more focused bursts — 20 to 60-minute modules that can be completed between meetings or during a commute. This format suits busy professionals and tends to produce better retention.

ESI-UK's online courses are designed with this in mind — structured, focused, and completable at your own pace.

Employers are scrutinising CPD more carefully

With skills shortages across many sectors, employers are paying more attention to continuous development. In interviews and appraisals, candidates and employees who can point to a consistent record of CPD — with certificates to evidence it — have a clear advantage.

Keeping a CPD log is no longer optional for career-minded professionals.

Mental health and wellbeing CPD is growing

There's been a significant increase in demand for CPD covering mental health awareness, stress management, and wellbeing in the workplace. This reflects both regulatory expectation and a genuine shift in how employers and employees think about workplace health.

ESI-UK offers a range of courses in this area, including Mental Health Champion, Stress Management, and Emotional Intelligence.

Start strong in 2026

With 150+ courses available from £9.99 a month, ESI-UK's CPD membership makes it straightforward to keep developing — whatever your role or sector.

​Explore the full course library at esi-uk.com/cpd.

The debate between online and classroom learning has been running for years — and in most cases, it's the wrong question. The right question is: which works better for you, for this particular skill, right now?

Here's an honest look at both.

The case for online learning

Online learning has come a long way. Modern platforms offer interactive content, video lessons, quizzes, and verifiable certificates — not just PDFs and slideshows. The advantages are well established:

Flexibility — study at any time, on any device. Cost — typically a fraction of classroom alternatives. Pace — move as quickly or slowly as you need. Accessibility — no travel, no time off work required.

For knowledge-based subjects — compliance training, professional development, business skills, health and safety awareness — online learning is often just as effective as classroom delivery, and significantly more practical.

The case for classroom training

Some skills genuinely benefit from face-to-face delivery. Practical first aid, hands-on technical training, and courses that involve significant group interaction or assessed practical elements are often better suited to the classroom.

There's also a social dimension to classroom learning that some people find motivating — being in a room with others who are learning the same thing, asking questions in real time, and getting immediate feedback from a trainer.

The practical reality for most professionals

For the majority of CPD needs — evidencing hours, developing soft skills, staying current in your field — online learning is the more realistic option. It fits around work and family life in a way that classroom training rarely does.

ESI-UK's online CPD membership gives you access to 150+ courses covering a wide range of professional development topics, all completable at your own pace with nationally recognised certificates on completion.

​Explore the course library at esi-uk.com/cpd.

If you employ more than 250 people in the UK, you're almost certainly paying the Apprenticeship Levy — and there's a good chance you're not making the most of it. Smaller employers can also access levy funding through government top-ups. Here's what you need to know.

What is the Apprenticeship Levy?

The Apprenticeship Levy is a 0.5% charge on payroll for UK employers with an annual wage bill over £3 million. The funds are paid into a digital account (your PAYE Service account via the Apprenticeship Service) and must be used to fund apprenticeship training. If they're not used within 24 months, they expire.

Many employers are sitting on levy funds they haven't used — and losing money as a result.

What can levy funds be used for?

Levy funds can only be used for apprenticeship training and assessment with an approved provider. They cannot be used for wages, travel, or general training costs. But within those parameters, they cover the full cost of apprenticeship programmes — which represent thousands of pounds of training value per employee.

What about smaller employers?

If your wage bill is under £3 million, you don't pay the levy — but you can still access apprenticeship funding. The government co-funds apprenticeship training for non-levy employers, covering 95% of training costs. You contribute just 5%.

What apprenticeships are available?

There are hundreds of apprenticeship standards available across virtually every sector — from business administration and customer service to digital marketing, engineering, and leadership. Apprenticeships are available at levels 2 through 7 (equivalent to GCSE through Master's degree).

How ESI-UK can help

ESI-UK is an approved apprenticeship provider working with employers across South Yorkshire and beyond. We manage the administrative complexity so you can focus on getting value from the programme.

​Get in touch at esi-uk.com/apprenticeships to find out what's available for your business.

Staff turnover is one of the most expensive problems a business can face. Recruiting, onboarding, and getting a new employee up to speed costs time, money, and management attention — and that's before you account for the knowledge and relationships that leave with the person who resigned.

One of the most effective — and underused — tools for improving staff retention is CPD. Here's why.

People stay where they feel they're growing

Research consistently shows that one of the top reasons employees leave is a lack of development opportunity. When people feel stuck, they look elsewhere. When they feel invested in, they stay.

Offering CPD as part of an employment package signals to your team that you see a future for them in the business. It doesn't have to be expensive or elaborate — structured access to online learning is often enough to shift how valued employees feel.

CPD membership: a cost-effective solution for teams

ESI-UK's CPD membership gives individuals access to 150+ nationally recognised courses for £9.99 a month — less than a typical team lunch. For employers looking to provide development opportunities across a team, this represents exceptional value.

Courses cover a wide range of topics relevant to most workplaces: leadership and management, health and safety, mental health awareness, customer service, digital skills, and more. Employees can learn at their own pace, on any device, and receive verifiable digital certificates on completion.

Linking CPD to appraisals

The most effective approach is to integrate CPD into your existing appraisal or performance review process. Identify development goals, agree on relevant courses, and review progress quarterly. This creates accountability on both sides and ensures the investment translates into tangible improvement.

The business case is clear

Businesses that invest in their people outperform those that don't — in productivity, in employee satisfaction, and in their ability to attract talent. CPD is one of the most straightforward ways to make that investment.

​Find out how ESI-UK can support your team's development at esi-uk.com/cpd.

There's something about the start of a new year that makes people reassess where they are and where they want to be. Career goals, development plans, and personal ambitions all tend to come into sharper focus in January — and that makes it the ideal time to commit to your CPD.

Why January works

The post-Christmas lull in many workplaces creates a natural window for reflection and planning. Inboxes are quieter, deadlines are further away, and there's genuine mental space to think about what you want to achieve over the next twelve months.

Setting your CPD intentions in January means you can spread your learning across the year rather than scrambling to evidence hours at the last minute — a common problem for professionals with mandatory CPD requirements.

What should your 2025 CPD look like?

A useful starting point is your last appraisal or performance review. What skills gaps came up? What feedback did you receive? What role do you want to be in this time next year, and what would you need to demonstrate to get there?

Once you've identified two or three priority areas, look for courses that map directly to them. CPD doesn't have to be expensive or time-consuming — with ESI-UK's membership at £9.99 a month, you can work through multiple courses across the year for less than the cost of a single classroom training day.

Make it stick

The people who get the most from CPD are those who treat it as an ongoing habit rather than a one-off event. Set aside even 30 minutes a week, keep a log of what you're learning, and reflect on how it's changing the way you work. That consistency is what separates professionals who stagnate from those who progress.

​Start 2025 with purpose. Explore 150+ CPD courses at esi-uk.com/cpd.

If you live or work in South Yorkshire, there's a good chance you're eligible for fully funded training that most people simply don't know about. Through partnerships with South Yorkshire Mayoral Combined Authority (SYMCA) and the Pathways to Work (P2W) programme, ESI-UK is able to offer a range of courses at no cost to eligible learners.

What is funded training?

Funded training is exactly what it sounds like — courses covered by government or regional funding, so you pay nothing. It's designed to help people gain skills, improve their employment prospects, and contribute to the local economy. Funding is typically targeted at people who are unemployed, underemployed, or looking to change careers.

What courses are available?

Through ESI-UK's funded programmes, eligible learners can access training in areas including: employment and digital skills, health and safety, customer service, leadership and management fundamentals, and mental health awareness.

Who qualifies?

Eligibility varies by programme, but funded places are generally available to adults who are living or working in South Yorkshire, currently unemployed or seeking to change careers, and not currently in full-time education.

The best way to find out if you qualify is to get in touch with the ESI-UK team directly — the process is straightforward and we'll let you know quickly whether funding is available for you.

Don't miss out

Funded places are limited and allocated on a first-come, first-served basis. If you've been putting off training because of cost, now is the time to find out whether you can access it for free.

​Find out more at esi-uk.com/funded-training or contact us to check your eligibility.

Continuing Professional Development means different things to different people. For some, it's a box-ticking exercise to satisfy an employer or professional body. For others, it's a genuine opportunity to grow. The difference between the two often comes down to one thing: choosing the right courses.

What makes a CPD course worth doing?

Not all CPD is equal. A good CPD course should be nationally recognised, relevant to your current role or career ambitions, and deliverable in a way that fits around your life. The rise of online CPD has made it significantly easier to access quality training without taking time off work or travelling.

When evaluating a course, ask yourself:

Is it accredited or nationally recognised?
Does it map to skills gaps in my current role?
Will I receive a verifiable certificate on completion?
Can I complete it at my own pace?

Online CPD: the practical choice

For most working professionals, online CPD is the most practical route. You can study in the evening, at weekends, or during quieter periods at work — without the cost of travel or accommodation. ESI-UK's CPD membership gives you access to 150+ nationally recognised courses from just £9.99 a month, covering everything from health and safety to leadership and digital skills.

Planning your CPD year

Rather than picking courses randomly, try to map out a CPD plan at the start of each year. Identify two or three key areas you want to develop, choose courses that address them, and keep a log of what you've completed. Many professional bodies require evidence of CPD hours, so a structured approach pays off.

Ready to start?

​Explore the full range of CPD courses available through ESI-UK's membership at esi-uk.com/cpd.

​Introduction
English apprenticeships are renowned for providing hands-on training and valuable skills to young individuals, preparing them for successful careers in various industries. In addition to practical skills, today's apprentices are exposed to a wider range of knowledge that ensures their holistic development. Monitored by the Office for Standards in Education, Children's Services, and Skills (Ofsted), apprenticeships now encompass several critical elements, including safeguarding, prevent, British values, diversity, inclusion and belonging, health and safety, resilience, online safety, emotional intelligence and empathy, and sustainability.

1. Safeguarding: Ensuring a Secure Learning Environment
Safeguarding in apprenticeships focuses on creating and maintaining a safe, protective, and nurturing learning environment. Apprentices should be taught to recognise signs of abuse and neglect, understand their responsibilities in reporting concerns, and protect the welfare of children and vulnerable adults. The inclusion of safeguarding in apprenticeships reflects the commitment to fostering a culture of care and responsibility.

2. Prevent: Building Awareness and Resilience Against Extremism
Prevent is a vital component of modern apprenticeships, teaching apprentices to identify the signs of radicalisation and extremism in the workplace and wider society. By promoting awareness and resilience, apprentices contribute to the overall security of the nation.

3. British Values: Embracing Cultural and Democratic Principles
British values include democracy, the rule of law, individual liberty, and mutual respect and tolerance for different faiths and beliefs. Apprentices should learn about these values, fostering an inclusive and diverse environment that respects the rights and freedoms of all.

4. Diversity, Inclusion, and Belonging: Embracing Differences
In today's multicultural society, apprenticeships emphasise the importance of diversity, inclusion, and belonging. Apprentices should be taught to appreciate different perspectives and create inclusive environments where everyone feels valued and respected.

5. Health and Safety: Prioritising Well-being
A fundamental aspect of apprenticeships should include teaching health and safety practices, instilling a strong sense of responsibility for personal well-being and the well-being of others in the workplace.

6. Resilience: Navigating Challenges with Grace
Apprentices should also receive training in resilience, equipping them with the ability to face adversity and challenges head-on, making them better prepared for the demands of the workplace.

7. Online Safety: Navigating the Digital World
In the age of technology, online safety has become paramount, and apprentices should learn about cyber threats, data security, and ethical digital conduct, ensuring they are responsible and safe internet users.

8. Emotional Intelligence and Empathy: Enhancing Interpersonal Skills
Emotional intelligence and empathy allows apprentices to better understand and connect with colleagues, clients, and customers. These skills enhance their ability to collaborate and communicate effectively.

9. Sustainability: Protecting the Environment
Incorporating sustainability principles in apprenticeships reflects a commitment to protecting the environment and conserving resources. Apprentices should be educated about environmentally responsible practices, aligning with global efforts to address climate change.

Conclusion
Apprenticeships monitored by Ofsted are not just about practical skills; they should provide a comprehensive education that equips individuals for success in a diverse, rapidly changing world. By including elements such as safeguarding, prevent, British values, diversity, inclusion, health and safety, resilience, online safety, emotional intelligence, and sustainability, apprenticeships contribute to the personal and professional development of young learners. These diverse skills and knowledge enable apprentices to thrive in their careers while contributing positively to society as responsible, empathetic, and environmentally conscious citizens. As apprentices, they are not just trained in their chosen fields; they are nurtured to be well-rounded, responsible, and aware individuals.

If this article is of interest, and something you would like to support your apprentices with, please have a look at our Apprenticeship Induction Programme. This programme, provides an immediate quality assured and cost-effective solution to the wider delivery of the above aspects.