CPD Activities That Count: How to Make Every Learning Hour Work for You

CPD Activities That Count what counts as cpd

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CPD Activities That Count: What Counts as CPD?

At CPDCourses.com, we support professionals who want to make continuing development more structured, relevant and easier to document. If formal training is part of your development plan, you can also browse our CPD course categories to compare learning opportunities across different professional subjects.

However, there is an important distinction to make from the beginning: there is no single universal rule stating that every activity described as CPD will be accepted by every employer, regulator or professional body. Requirements can differ by profession, organisation, membership body and jurisdiction.

If you need CPD for registration, membership, licence renewal, an appraisal or another formal purpose, always check the rules that apply to you.

What Counts as CPD?

CPD can include formal training, self-directed study, workplace learning, professional events, mentoring, research and other activities that contribute meaningfully to your professional development.

A useful way to judge an activity is to ask:

What was I trying to learn?
Was the activity relevant to my role or professional development?
What new knowledge, skill or insight did I gain?
Can I explain how the learning relates to my work?
Can I provide evidence that the activity took place?
Does my employer, regulator or professional body accept this type of activity?

The last question is particularly important. An activity can be valuable professional learning without necessarily meeting the formal CPD rules of a particular organisation.

Quick Guide to CPD Activities That May Count

Activity	Can it be CPD?	What to consider
Online courses	Often	Relevance, learning outcomes and any applicable recognition requirements
Workshops	Often	Subject relevance and evidence of attendance or learning
Webinars	Often	Learning content rather than attendance alone
Conferences	Often	Relevant sessions and what you learned from them
Seminars	Often	Professional relevance and learning outcomes
Professional reading	Sometimes	Whether self-directed learning is accepted and how it is recorded
Research	Sometimes	Its relevance to your professional practice
Mentoring	Sometimes	Whether meaningful learning occurred and the applicable CPD rules
Coaching	Sometimes	Development objectives and evidence of learning
Job shadowing	Sometimes	New knowledge or skills gained
Workplace training	Often	Whether it develops relevant professional competence
Routine daily work	Usually not by itself	There normally needs to be identifiable learning or development
General team meetings	Not automatically	Attendance alone does not necessarily demonstrate professional learning
Social or networking events	Not automatically	Networking itself may not meet CPD requirements

This table is general guidance rather than a universal CPD standard. Always apply the rules of the organisation to which you report your CPD.

Formal CPD Activities

Formal or structured CPD involves organised learning with a defined subject, purpose or learning outcome. It is often the easiest type of professional development to identify and document.

Online CPD Courses

Online courses can provide structured learning without requiring you to attend a classroom at a fixed time. Depending on the programme, learning may include modules, activities, assessments or other structured materials.

They can be useful when you need to develop knowledge in a clearly defined area and want evidence of completed learning.

You can explore our online CPD short courses if you are looking for focused professional development across different subjects.

Before selecting a course specifically to satisfy a formal CPD requirement, check whether your employer, professional body or regulator imposes conditions relating to:

Subject matter;
Provider or accreditation;
Learning format;
Minimum duration;
Assessment;
Evidence of completion; or
Permitted cpd categories.

Do this before you enrol rather than assuming that any online course will automatically be accepted.

Workshops and Seminars

Workshops and seminars can count when they provide genuine professional learning relevant to your role.

For example, a manager might attend a workshop on handling difficult workplace conversations. A healthcare professional might attend training relating to an area of practice, subject to the requirements applying to their profession. A project professional might take part in a seminar on risk management.

The important factor is the learning, not simply being present.

Webinars and Virtual Events

A webinar can be a practical CPD activity when its content contributes to your professional knowledge or competence.

After attending, record:

The webinar title;
Date;
Organiser;
Duration;
Subject covered;
What you learned;
How the learning relates to your work.

Where formal evidence is required, retain an attendance record or certificate if one is provided.

Conferences

A professional conference can contain several different learning activities. Rather than recording the entire event automatically as CPD, consider the individual sessions you attended and the rules under which you are reporting your learning.

Record the presentations, workshops or discussions that were relevant to your development and note the main learning outcomes.

This provides a much more meaningful professional record than simply writing “attended conference”.

Structured Professional Training

Training provided by an employer, professional organisation or specialist training provider may also contribute to CPD.

Examples could include:

Leadership development;
Health and safety training;
Software training;
Communication training;
Project management development;
Customer service training;
Technical skills training;
Compliance-related learning;
Management development.

Whether a particular programme satisfies a mandatory CPD requirement depends on the rules applying to the individual.

Can Qualifications Count as CPD?

Further education, professional qualifications and other substantial programmes can contribute to professional development because they involve structured learning.

However, a qualification and CPD are not interchangeable terms.

An academic or regulated qualification has its own framework and status. A CPD certificate, meanwhile, is normally evidence of continuing professional learning and should not automatically be described as equivalent to a regulated academic or vocational qualification.

If you are considering a longer programme for your development, you can compare our CPD diploma courses alongside shorter training options.

Informal and Self-Directed CPD Activities

One of the biggest misconceptions about CPD is that it must always involve attending a course.

Depending on the rules relevant to your profession, useful self-directed learning may also form part of your CPD record.

Professional Reading

Reading can support professional development when it is purposeful and relevant.

Examples include:

Professional journals;
Industry publications;
Technical guidance;
Research papers;
Professional books;
Reports;
Authoritative online resources;
Updates relevant to your field.

Simply reading something is not necessarily enough for formal CPD purposes. Consider what you learned and how it contributes to your professional practice.

A short reflective note can make the value of the activity much clearer.

For example:

Activity: Read updated guidance relevant to workplace risk assessment.

Learning: Identified changes affecting how hazards should be reviewed and documented.

Application: Compare the guidance with current workplace procedures and discuss any relevant gaps with the responsible team.

This demonstrates professional learning more clearly than recording “read an article”.

Research and Independent Study

Research undertaken to understand a new professional issue may also support CPD.

For example, you might investigate:

New legislation affecting your role;
Changes to professional standards;
An emerging technology;
New working methods;
Developments within your industry;
Evidence relating to a workplace problem.

The activity becomes more meaningful when you record why you carried out the research, what you discovered and what you intend to do with that knowledge.

Podcasts, Videos and Expert Talks

Educational podcasts, professional videos and recorded talks can contribute to self-directed learning where the content is relevant and your applicable CPD framework permits this type of activity.

Do not assume that watching or listening automatically creates CPD credit.

Ask whether you gained something identifiable from the activity. If so, record the subject, duration where appropriate, learning points and professional relevance.

Can Workplace Learning Count as CPD?

Work itself and CPD are not necessarily the same thing.

Performing familiar duties repeatedly may maintain your existing experience, but it does not automatically demonstrate that you have developed new knowledge or capability.

Work-based experiences become much more relevant to CPD when there is an identifiable learning element.

Learning a New System or Process

Suppose your organisation introduces new software and you undertake structured training to use it effectively.

The training may be a relevant CPD activity because you are developing new knowledge and skills.

Simply using software you already understand as part of your normal job would not usually represent new professional development by itself.

Taking Part in a New Project

A challenging project can create substantial learning, but simply participating in a project does not automatically make every project hour CPD.

Instead, identify the developmental component.

Perhaps you:

Learned a new project-management method;
Developed a new technical skill;
Improved stakeholder communication;
Researched an unfamiliar subject;
Received specialist training;
Reflected on an unfamiliar professional challenge.

Record the learning rather than simply the time spent doing your job.

Job Shadowing

Job shadowing may provide useful professional development when it exposes you to new responsibilities, procedures or ways of working.

To make the experience meaningful, record what you observed, what you learned and how the experience could influence your own work.

Internal Training

Structured training delivered within your organisation can be just as relevant to professional development as external learning, subject to the rules you need to follow.

Keep evidence such as:

Training records;
Attendance confirmation;
Programme details;
Learning objectives;
Notes;
Reflective statements.

Can Mentoring and Coaching Count as CPD?

Mentoring and coaching can create valuable professional learning, but acceptance varies.

Being Mentored

Receiving mentoring may help you:

Explore unfamiliar responsibilities;
Improve decision-making;
Understand professional challenges;
Identify development needs;
Learn from another person's experience.

Record the learning rather than confidential details of the mentoring discussion.

Acting as a Mentor

Mentoring someone else may also develop your own capabilities. Explaining concepts, giving feedback and reflecting on another person's questions can strengthen communication, leadership and professional judgement.

Again, whether mentoring can be formally reported as CPD depends on the framework you are following.

What Does Not Count as CPD?

There is no universal list of activities that can never count. Context and professional rules matter.

However, several activities should not automatically be treated as CPD simply because they happened at work.

Routine Work

Completing your normal duties using skills you already possess is generally different from undertaking purposeful professional development.

Ask yourself: What did I learn that I did not know before?

If there is no clear answer, the activity may be ordinary work rather than CPD.

Meetings With No Learning Purpose

A routine operational meeting does not automatically become CPD.

A meeting may contain a learning component—for example, a technical briefing on a new process—but you should record the relevant learning rather than treating every minute of the meeting as professional development.

Passive Attendance

Signing into a webinar, conference or seminar does not necessarily demonstrate meaningful learning.

Engagement matters. Record what you learned and how it relates to your development.

Repeated Learning With No New Development

Repeating the same introductory material may have limited developmental value if it does not extend your existing knowledge.

There can be exceptions. Refresher training may be necessary or valuable in some professions, particularly where an employer, regulator or professional body requires it.

General Networking

Professional networking can be useful for building relationships and exchanging ideas, but social interaction alone should not automatically be recorded as CPD.

If a networking event includes a substantive professional discussion or structured learning session, record the learning element separately where permitted.

The Three Tests: Purpose, Learning and Relevance

When you are unsure whether an activity belongs in your CPD record, apply three simple tests.

Purpose

Why did you undertake the activity?

Was there a genuine development need, knowledge gap or learning objective?

Learning

What changed as a result?

Can you identify new knowledge, understanding, skills or professional insight?

Relevance

How does the learning relate to your role, responsibilities, development plan or future professional needs?

If you can answer all three clearly, you have a much stronger case for recording the activity as professional development. You should still check any formal rules that apply to you.

What Is Reflective CPD?

Reflection turns a list of completed activities into a more useful record of professional development.

Instead of recording only what you did, consider:

What did I learn?

Why was it relevant?

What will I do differently?

Do I need further development?

For example, after completing communication training, your reflection might identify a technique you intend to use when giving feedback to colleagues. Later, you can review whether the technique helped and whether further training is needed.

Reflection therefore connects learning with professional practice.

How to Record CPD Activities That Count

A CPD record does not need to be complicated. What matters is capturing enough information to explain your learning clearly and satisfy any applicable reporting requirements.

A useful record can include:

Record	What to Include
Date	When the learning took place
Activity	Course, webinar, reading, workshop, mentoring etc.
Provider/source	Who delivered or published the material
Duration	Time spent where relevant
Objective	Why you undertook the activity
Learning	Key knowledge or skills gained
Application	How it relates to your professional work
Evidence	Certificate, notes, attendance record or other documentation
Reflection	What changed and what you may do next

The exact format required by your professional body may differ, so use its official template or reporting system where one is specified.

What Evidence Should You Keep?

Evidence can help demonstrate that professional development took place.

Depending on the activity, this might include:

Course certificates;
Attendance records;
Webinar confirmations;
Programme agendas;
Assessment results;
Learning notes;
Reflective accounts;
Reading records;
Project-learning summaries;
Mentoring logs;
Professional development plans.

Avoid retaining confidential workplace, client, patient or personal information unnecessarily in a CPD portfolio.

Do CPD Hours Automatically Equal CPD Points or Credits?

No universal conversion should be assumed.

An hour records time spent on an activity. Points or credits may be calculated differently depending on the organisation or professional framework involved.

If your profession uses CPD points or credits, follow its own calculation and eligibility rules rather than applying a generic conversion.

Our guide to CPD hours and CPD credits provides further guidance on how these terms can differ.

Does Accredited Training Automatically Count Towards My Professional Requirement?

Not necessarily.

Accreditation can provide useful information about a training programme, but it does not mean that every employer, regulator, membership organisation or professional body must accept the activity for its own CPD scheme.

If you are completing CPD for a formal requirement, check:

Whether the subject is eligible;
Whether the provider or programme must meet specific criteria;
Whether structured and unstructured learning are treated differently;
Whether there are limits on particular activity types;
How hours, points or credits are calculated;
What evidence must be retained; and
How the learning must be reported.

Checking these details in advance can prevent you from spending time on an activity that does not satisfy your particular requirement.

How to Choose CPD That Is Worth Your Time

Counting hours should not become the sole purpose of professional development.

Start with a genuine development need.

Identify a Gap

Ask yourself what you need to know or do better.

This could involve technical knowledge, leadership, communication, digital skills, compliance awareness or another area relevant to your work.

Set a Learning Objective

Make the objective specific.

Instead of:

“Improve management skills.”

Try:

“Develop a more structured approach to giving performance feedback.”

A precise objective makes it easier to choose useful learning and assess whether it helped.

Select the Right Activity

Choose the format that best fits the objective.

A practical workshop may be more useful for a hands-on skill. A course may suit a broader subject. Reading may be enough when you need to understand a new piece of guidance.

Apply the Learning

Where appropriate, use what you have learned in your work.

Professional development becomes more valuable when knowledge moves from theory into practice.

Reflect and Plan the Next Step

Ask whether the activity achieved your objective.

If it exposed another knowledge gap, use that insight to plan your next development activity.

Finding CPD Relevant to Your Profession

The most appropriate professional development depends heavily on what you do.

A project manager may prioritise planning, budgeting, stakeholder communication and risk. A teacher may focus on learning methods, safeguarding or educational practice. An administrator may need development in office systems, communication or organisational skills.

If you prefer to explore training according to occupation, our Project Management CPD courses are one example of the profession-focused learning pathways available through CPDCourses.com.

You can also explore our wider CPD resources for guidance on professional development, training, hours and related topics.

CPD Activities Checklist

Before adding an activity to your CPD record, ask:

Was there a genuine learning purpose?
Is the activity relevant to my professional development?
Can I identify what I learned?
Can I explain how it relates to my role or objectives?
Have I recorded an appropriate duration where required?
Do I have suitable evidence?
Have I reflected on the learning?
Does the activity meet the rules of the organisation to which I report CPD?

If the final question is unclear, verify it directly with your employer, regulator or professional body.

Frequently Asked Questions

What activities count as CPD?

CPD can include structured courses, webinars, seminars, workshops, conferences, professional reading, research, mentoring, job shadowing and workplace learning. Whether a particular activity formally counts depends on the CPD rules applying to your profession or organisation.

Does reading count as CPD?

Professional reading may count as self-directed CPD under some frameworks when it is relevant to your development and properly recorded. Keep a note of what you read, what you learned and how it relates to your professional work. Check whether your CPD scheme accepts self-directed learning.

Do webinars count as CPD?

Webinars may count when they provide relevant professional learning. Retain evidence of attendance where available and record the learning outcomes. If you are working towards a formal CPD requirement, check whether webinars are eligible under the applicable rules.

Can workplace training count as CPD?

Yes, structured workplace training can be a relevant form of professional development. Routine work itself should not automatically be treated as CPD; there should be an identifiable learning or development component.

Does mentoring count as CPD?

Mentoring may count in some CPD frameworks, whether you are receiving mentoring or developing your own skills as a mentor. Acceptance and recording requirements vary, so check the rules relevant to your profession.

Does every CPD course count towards professional registration?

No. Completing a course does not automatically mean its learning hours, certificate, points or credits will be accepted by every professional body or regulator. Confirm requirements with the relevant organisation before relying on a course for registration, renewal or another formal obligation.

Do I need a certificate for every CPD activity?

Not necessarily. Some activities, particularly self-directed learning, may not produce certificates. Other forms of evidence can include attendance records, reflective notes, learning logs and supporting documentation. Follow the evidence requirements of your particular CPD scheme.

Make Your CPD Meaningful

The best answer to “what counts as CPD?” is not simply a list of courses, webinars and conferences. Good professional development is purposeful, relevant and capable of producing identifiable learning.

Formal courses can play an important role, but CPD can extend to self-directed and work-based learning where the applicable professional framework permits it. What matters is understanding what you need to learn, choosing an appropriate activity, recording the outcome and checking any formal requirements that apply to you.