CPD requirements for UK general insurance brokers explained
Continuing Professional Development (CPD) helps professionals maintain the knowledge and skills needed to do their jobs effectively. It supports sound advice and helps staff keep up to date with changes affecting the industry and their clients.
CPD within the UK general insurance broking sector is a regulatory requirement. Whilst the FCA has given general insurance firms more flexibility over how they organise CPD, firms remain responsible for ensuring that their employees are competent and receive appropriate continuing professional development.
Do insurance brokers still need 15 hours of CPD each year?
On 9 December 2025, the FCA removed the requirement for staff involved in non-investment insurance distribution to complete at least 15 hours of CPD each year.
Firms now have greater freedom to decide how much training each person needs. The FCA expects that many employees will still need at least 15 hours, with some requiring considerably more. A smaller amount may be appropriate for certain roles.
The change gives firms responsibility for making and explaining these decisions. The FCA’s overall expectations for staff competence remain in place.
What are the FCA’s competence requirements for insurance brokers?
Firms must ensure that employees have the knowledge and skills needed for their responsibilities. Training should reflect the work each person undertakes and the complexity of the business.
In practice, this means understanding what competent performance looks like for each role, identifying gaps and providing suitable development. Experience should inform the training plan. Even experienced employees need opportunities to update their knowledge and address weaknesses.
What are the eight core knowledge areas for general insurance CPD?
FCA guidance identifies eight areas of professional knowledge and competence for general insurance activities. Firms should take these into account as appropriate to each employee’s role:
- Knowledge of terms and conditions of policies offered, including ancillary risks covered by those policies.
- Knowledge of applicable laws governing insurance distribution, such as consumer protection law, relevant tax law and relevant social and labour law.
- Knowledge of claims handling.
- Knowledge of complaints handling.
- Knowledge of assessing customer needs.
- Knowledge of the insurance market.
- Knowledge of business ethics standards.
- Financial competence.
These eight areas were introduced as ‘minimum necessary knowledge’ requirements under the Insurance Distribution Directive (IDD) in 2018. They now form guidance under SYSC 28.2.2A G and provide a starting point for planning development, with the depth of knowledge tailored to each role.
The eight knowledge areas provide a starting point. Learning plans should also reflect changes in the market and the needs of the business, alongside each person’s development needs and career goals. Evidence from day-to-day work can help identify where learning is needed, with follow-up to assess how it is applied in practice.
What types of learning can count towards CPD?
The FCA recognises courses, e-learning and mentoring as forms of professional development. Relevant reading and discussions can also contribute where they address an identified learning need. The method should suit the learning need: an e-learning course may develop technical understanding, while coaching can help employees apply it at work.
Employees should consider what they have learned and how they will use it. Reflection can help identify anything that remains unclear or requires further practice.
What CPD records should insurance brokers keep?
Firms must keep appropriate records to demonstrate how they meet their competence obligations. Although the prescribed hours requirement and associated specific record-keeping requirements were removed for non-investment insurance personnel, wider record-keeping obligations remain. Records should enable the FCA to monitor compliance.
A useful CPD record should explain:
- The development need being addressed.
- What learning was completed and when.
- What the employee learned.
- How the learning applies to their work.
- Any further action needed.
Recording time remains useful, particularly where an employer or professional body sets a minimum CPD requirement. Firms should also record evidence of learning effectiveness. Assessment results, file reviews and observations of employees’ work can help managers judge whether further support is needed.
How much CPD must CII members complete?
Chartered Insurance Institute (CII) members must complete at least 35 hours of CPD in each 12-month period, including at least 21 hours of structured CPD. They must keep an accurate record and provide it if selected for audit.
The CII’s CPD requirement is a professional membership obligation, separate from the FCA’s competence requirements. Employees should check the rules attached to their own professional membership.
Do insurance brokers need Conduct Rules training?
Firms must also ensure that staff covered by the FCA’s Conduct Rules understand how those rules apply to their work. Suitable training remains part of this responsibility.
Training should help employees recognise situations they may encounter and decide how to respond. The FCA identifies realistic, role-relevant scenarios, line-manager involvement and regular reinforcement as features of effective training.
E-learning can provide a foundation, but managers should help staff relate it to the firm’s own products and procedures, with opportunities to discuss difficult situations.
How should managers monitor competence and CPD?
Managers need to understand whether employees can perform their responsibilities competently. CPD records can inform that assessment, alongside evidence from their work.
Training and experience also form part of the assessment of competence and capability for staff subject to fitness and propriety requirements. Firms should consider whether those individuals remain suitable for their responsibilities and have enough time to fulfil them.
How should insurance brokers plan CPD?
Each employee should have a development plan that reflects their responsibilities and current knowledge. It should be reviewed when their work changes or a weakness becomes apparent.
Employees should take an active role in identifying learning needs and applying what they learn. Firms should provide time for development and follow up where further support is required.
The flexibility introduced in December 2025 allows brokers to tailor CPD to these needs, supported by clear records and regular review.
How does Development Zone support insurance brokers’ CPD?
Development Zone supports UK general insurance brokers with CPD learning content, recording and management reporting. Its extensive course library includes content aligned to the eight core knowledge areas, helping firms plan development around employees’ roles. Conduct Rules training supports understanding of the rules and can be reinforced through firm-specific discussions about products, procedures and workplace situations.
Videos, refresher content and live learning offer different ways to address development needs. A knowledgeable and experienced team is available to help firms and learners get the most out of their CPD.
Development Zone’s CPD recorder brings together system learning activity and CPD undertaken externally in one place. Firms and learners can track hours, reflect on learning and record how knowledge has been applied in practice. These records support competence reviews and monitoring of employer or professional body CPD requirements.
Reporting tools help managers monitor learning progress, performance and compliance, informing reviews and follow-up. Firms remain responsible for selecting appropriate training and assessing competence using CPD records alongside evidence from employees’ work.
If you would like to find out more about the Development Zone or begin a 14-day, no-obligation free-trial, please contact us on devzone@ukgigroup.com.
Author: Nicola Mathias
Nicola is a Training and Competence Consultant who draws on her experience in insurance and recruitment to support firms in meeting their training needs.
