What Are CPD Points?
Learn what Continuing Professional Development (CPD) points are, how they work across sectors, and why employers and regulators care about them. This is a clear guide for professionals planning their next move.
If you’re already established in your career, you’ve probably heard that Continuing Professional Development (CPD) matters. Most professionals I speak to understand that staying current isn’t optional anymore, especially when it comes to fast-moving tech professions.
What’s less clear is how CPD points fit into that picture, and whether they actually affect progression, credibility, or job security.
I see this confusion all the time. Someone is doing training, attending webinars, maybe even mentoring others, but they’re unsure how it all adds up or how to show it clearly to employers. That’s where CPD points come in. They turn learning into something measurable and visible, not just a good intention.
As a career advisor, I talk to professionals every day who want reassurance that the effort they’re putting into development genuinely counts. I’ve written this guide to explain how CPD points work in practice, how they’re used across different sectors, and why they’re so important to track and log.
If you want a refresher on CPD itself, it’s worth starting with our guide to what Continuing Professional Development (CPD) is before going deeper into points and how they apply to your career.
Copy-edited by*
With over 3 years working at Learning People supporting students in their career search, Flo is here to offer one-to-one personal guidance, which proactively supports you as you venture towards your new or expanded career.
What Exactly Are CPD Points?
At a basic level, CPD points are a way of recording the time and effort you put into developing professionally. They give structure to learning that might otherwise feel scattered or hard to evidence. Instead of saying “I’ve done a lot of training this year,” CPD points let you show exactly what you’ve done and how it adds up.
In most cases, one CPD point equals one hour of focused learning. That could be a course, a workshop, a webinar, structured self-study, or even project work that stretches your skills, as long as there’s clear learning involved. The exact rules vary depending on your sector or professional body, but the principle stays the same.
My Learning People colleague described CPD points as a common language between you and employers, or anyone you want to prove your continued learning to.
Think of CPD points as shorthand for showcasing your ongoing development...
When I talk to people about CPD points, I often describe them as a common language. They help employers, regulators, and professional bodies quickly understand how you’re keeping your knowledge current.
We see this a lot with professionals who are progressing into more senior roles and suddenly need clearer evidence of their ongoing development, not just past qualifications (which may have expired).
Fact: Skills Shortages Are Already Reducing Productivity Across ANZ
Research shows that 57% of organisations in Australia and New Zealand say skills shortages are actively impacting productivity. This isn’t just about unfilled roles.
It reflects gaps in capability within existing teams, where people haven’t had the time or opportunity to develop new skills. It’s one reason employers are placing greater value on structured learning and clearly logged development, including CPD activity.
How CPD Points Work Across Sectors
How CPD points work can look quite different depending on the sector you’re in. That’s one of the reasons they feel confusing at first. There isn’t a single universal system, but there is a shared purpose behind them.
In regulated professions
CPD points are often closely tied to compliance. Healthcare, finance, engineering and similar fields usually set clear expectations around how many points you need within a given period and what types of activity count. Points here act as proof that you’re keeping your knowledge current and practising safely.
In fast-moving sectors (tech, IT, project management)
The approach here is often more flexible. CPD points are still used, but the focus shifts towards skills relevance and progression rather than strict regulation. Employers may expect you to log learning that aligns with evolving tools, methodologies, or leadership responsibilities, especially as you move into senior roles.
In unregulated or creative industries
CPD points tend to be far less formal, but they’re still valuable. In fields like marketing, design, HR, education, or consultancy, CPD is often self-directed and outcomes-focused. Points help structure ongoing development, demonstrate professional credibility, and support career progression, even when there’s no governing body setting minimum requirements. The emphasis is usually on reflective learning and real-world impact rather than meeting a fixed quota.
Why Employers and Regulators Care About CPD Points
CPD points are important to employers and industry regulators for different reasons:
- For regulators, CPD points help demonstrate that professionals are maintaining safe, up-to-date practice. It’s not about catching people out, but about setting a baseline for competence and accountability. A clear CPD record makes audits, renewals, and reviews far more straightforward.
- Employers look at CPD points slightly differently. They use them as evidence of mindset. Someone who consistently logs CPD points is usually proactive, curious, and invested in their role. We often see CPD records used to support promotion decisions, role changes, or leadership progression.
In competitive sectors especially, CPD points give managers confidence that the people they’re backing are developing in step with the demands of the job, not falling behind.
Fact: Career Development Is Climbing the Priority List for ANZ Employers
LinkedIn’s latest Workplace Learning data shows that career development has risen sharply (7%) as a priority for learning and development teams across Australia and New Zealand, increasing year on year.
Employers are focusing less on one-off training and more on long-term progression, which makes tracked learning and CPD records increasingly relevant for promotions and role changes.
How You Can Earn CPD Points
Earning CPD points is usually more straightforward than people expect. If you’re already investing time in learning, there’s a good chance you’re generating points without realising it. The key is being intentional and recording it properly.
Common ways professionals earn CPD points include:
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Training courses and workshops, whether online or in person
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Webinars and industry events where there’s clear learning involved
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Structured self-study, such as guided reading or research linked to your role
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Work-based learning, including projects that stretch your skills or introduce new responsibilities
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Mentoring or coaching, either as a learner or, in some cases, as a mentor
Logging CPD points matters just as much as earning them...
I usually recommend keeping a simple record with the date, activity, number of hours or points, and a short note on what you learned and how it applies to your role.
We see far fewer problems at review or renewal time when people update their CPD log regularly, rather than trying to piece everything together at the last minute.
If you’re thinking about broadening your skills or pivoting in your career, structured courses or mapped career pathways can be a huge help – both for points and your professional confidence.
How to Log CPD Points
Logging CPD points works best when it’s treated as a simple, repeatable habit rather than an admin task you put off. Using clear structure and consistent formatting also makes your CPD record easier to review, update, and share if needed.
Choose how you’ll log your CPD
Start by identifying the format that fits your profession and working style. Common options include:
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An official CPD portal required by a professional body
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A digital CPD platform or learning management system
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A personal spreadsheet or document
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A dedicated CPD logbook or journal
If you work in a regulated profession, check for mandatory formats or templates before setting up your own system.
Record the essential details
Every CPD entry should clearly capture what you did and why it matters. At a minimum, log:
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Activity title and type (course, webinar, reading, conference, mentoring)
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Date completed
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CPD points or hours claimed
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Provider or source
This ensures your log meets basic compliance requirements and stays easy to audit.
Add reflection and learning outcomes
Many CPD frameworks place strong emphasis on reflection. Include a short note covering:
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What you learned
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How it applies to your current role
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How it improves your skills, knowledge, or practice
This turns your CPD log into a meaningful development record, not just a list of activities.
Keep supporting evidence
Always save proof of completion, such as:
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Certificates or attendance confirmations
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Screenshots of completed modules
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Notes, summaries, or learning materials
Evidence may be required during reviews or audits.
Review and update regularly
Set aside time monthly or quarterly to review your CPD log. This helps you:
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Spot gaps in your learning
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Balance different types of CPD activities
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Stay on track with annual point requirements
Consistent logging makes CPD easier to manage and more valuable over time.
Next Steps: Using CPD Points to Level Up Your Career
Once you understand how CPD points work, the next step is using them deliberately.
Instead of collecting points passively:
- think where you want your career to go over the next few years
- choose learning that supports that direction
That might mean building deeper technical expertise, preparing for leadership responsibilities, or strengthening your credibility in a new sector.
I often encourage people to review their CPD at least once or twice a year. Look at what you’ve done, what gaps are starting to appear, and what skills employers are asking for now, not just what mattered in your last role.
CPD points are most valuable when they tell a clear story about your growth.
If you’d like help mapping that out, we’re happy to support you. You can book a free consultation with one of our career experts by hitting the button below. This will let you talk through your goals, your current experience, and how CPD can help you take the next step with confidence.
CPD Points FAQs
The original article was written by Chelsey Murray, a Career Services Consultant working in our UK offices. This version was copy-edited by Florencia Casas del Valle Pacheco, a Career Services consultant working at our Brisbane offices, to make it more relevant to our readers in Australia and New Zealand.
