Annual assessment of continuing competence: what solicitors and law firms need to know
By Richard Williams | 27 August 2026 | 4-minute read
We have published our fourth annual assessment of continuing competence. Solicitors will soon be making their annual competence declaration, so it felt timely to read the findings and consider how solicitors go about maintaining competence.
The report shows that most solicitors take steps to keep their knowledge and skills up to date and that many firms have robust systems in place to remain competent. However, the report has also identified several areas where some solicitors continue to face challenges.
It also highlights the actions we are taking, in addition to our recent consultation, on strengthening our continuing competence requirements, to drive positive learning and development behaviour and assure ourselves that all solicitors are maintaining their competence.
Headline findings from the 2026 report
1. Solicitors carry out learning and development, but evidence of why needs to improve
Once again, we found that most solicitors carry out regular learning and development.
However, solicitors should keep clearer evidence that they have reflected on all aspects of their practice and why they identified a particular learning and development need.
This can help demonstrate that solicitors are taking steps to keep their knowledge and skills up to date. Failing to do so can indicate that important development needs are not being properly identified or addressed.
2. Learning and development needs to go beyond just technical legal updates
The report highlights concerns that some solicitors focus their learning and development on technical legal updates. However, we saw limited evidence that solicitors carry out learning and development focussed on ethics.
Acting ethically is fundamental to being a solicitor and to keeping the trust the public places in the solicitors' profession. We expect solicitors to reflect on and keep their understanding of professional obligations and ethical competence up to date.
3. Wider observations to support reflection
Some competence reports we received highlighted areas where client communication could be strengthened, including providing clearer information about risks, options, potential outcomes, costs, timescales and key deadlines. Solicitors might find it helpful to reflect on these areas to support clients in understanding their choices and making informed decisions.
What solicitors and law firms should do now
For solicitors:
- make sure reflection is meaningful and include all aspects of practice such as ethics
- read relevant guidance and warning notices we have issued
- make sure records show how you identified and address learning needs.
For law firms:
- read the full report to identify relevant learnings for your firm
- considering these findings and satisfy yourself that your staff are competent.
For both:
- read the statement of solicitor competence to remind yourself of what we expect of a competent solicitor throughout their career
- use our templates to help record activities.
What will we do next?
We will continue to review training records, engage with firms and improve access to guidance and competence resources.
We are also considering reforms which we recently consulted on. We are grateful to the solicitors and firms who engaged with us on these topics, including the 141 consultation responses we received and the 150+ solicitors who took part in our eight roundtable events. We pleased many respondents recognised the need for more of a focus on ethics learning and development and responses gave us invaluable insight on how our proposal might be implemented. We will feed back on our next steps in the autumn.
Conclusion
Maintaining competence is ongoing and has never simply been about completing training. Solicitors should demonstrate meaningful reflection and consider their wider practice when identifying learning and development needs. And, with practising certificate renewals approaching, now is the time to check that your records demonstrate your ongoing competence.
Author profile
Richard Williams
Policy Manager
Richard is a policy manager at the SRA. Since he joined in 2012, he has implemented key education and regulatory reform policies. His early career spanned a range of policy roles in central government and the third sector.