The following Practice Management guidance note Produced in partnership with Beth Pipe of Bellis Learning Solutions Ltd provides comprehensive and up to date legal information covering:
This Practice Note provides information on formulating a learning and development (L&D) policy. It reviews key issues to consider including:
what is an L&D policy
who is responsible for the L&D policy
regulatory or statutory requirements that must be complied with
identifying the content and scope of the policy
identifying the aims of the policy
how to develop, draft and implement the L&D policy
alignment with other business objectives
reviewing the L&D policy
The specific SRA requirements relating to training contracts are outside the scope of this Practice Note.
An L&D policy outlines the firm's viewpoint for the development of its employees. It generally covers areas such as the firm's training standards, scope, priorities and how employees access L&D.
An L&D policy is different from an L&D plan which is a strategic document setting out how L&D can help a business meet its objectives. See Practice Note: Learning and development plans.
L&D policies are unique to the organisation and can be influenced by a wide number of variables including:
its strategic objectives
accreditations to external bodies such as Lexcel or Investors in People (IIP)
the size of the firm
traditions and culture of the firm
the economic climate
recruitment policies, eg the difference between lateral hires or focusing on internal growth and promotion
the views of the senior management
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