In-house lawyers—Learning and development plans
Produced in partnership with Beth Pipe of Bellis Learning Solutions Ltd
In-house lawyers—Learning and development plans

The following In-House Advisor guidance note Produced in partnership with Beth Pipe of Bellis Learning Solutions Ltd provides comprehensive and up to date legal information covering:

  • In-house lawyers—Learning and development plans
  • What is an L&D plan?
  • Regulatory requirements
  • Why is an L&D plan needed?
  • Responsibility for the L&D plan
  • Content of the L&D plan
  • Budgets and resources
  • The corporate fit of the L&D plan
  • Why L&D plans can fail
  • Assisting with recruitment and the induction of new employees
  • more

This Practice Note provides guidance on learning and development (L&D) plans and covers:

  1. what an L&D plan is

  2. regulatory requirements

  3. why an L&D plan is needed

  4. content of an L&D plan

  5. budgets and resource

  6. L&D plan templates

  7. the corporate fit of the L&D plan

  8. why L&D plans can fail

  9. how the L&D plan can assist with recruitment and the induction of new employees

  10. reviewing and monitoring L&D plans

What is an L&D plan?

An L&D plan sets out:

  1. what the legal department wants to achieve, eg its objectives

  2. what learning outcomes are required to help the legal department achieve its objectives, eg what staff need to do differently or better

  3. the training courses and other learning events planned to help deliver each of the required outcomes

  4. a schedule of L&D measures

  5. evaluation methods to gauge success

L&D plans may exist for periods longer than 6–12 months but they will generally contain less detailed information.

Regulatory requirements

There is no Solicitors Regulation Authority (SRA) requirement to have an L&D plan, but the SRA considers ongoing learning to be extremely important.

Under the SRA competence regime, solicitors no longer need to count continuing professional development (CPD) hours, instead they need reflect on the quality of their practice, identify any L&D needs and then address these needs to make sure their knowledge and skills