2.2 List training opportunities

This guide will help you answer 2.2 List training opportunities.

Workers in the children and young people’s workforce need to keep their skills and knowledge up to date. Quality care and education depend on regular training. This guide focuses on being aware of these opportunities and knowing how to access them. This covers about understanding what training is available, how it supports your role and how it benefits the children, young people and families you support.

There are many types of training in this sector. Some are legal requirements. Some improve professional practice. Others allow you to specialise in a particular area of work. All have value for your growth as a worker and for the overall standard of care provided.

Legislative and Mandatory Training

Certain courses are required by legislation or regulations. These keep staff and service users safe and help you meet national standards. In England, early years and childcare settings are inspected by Ofsted. Ofsted will look for evidence that staff are trained in mandatory areas.

Examples include:

• First Aid – Paediatric first aid training is often required by the Early Years Foundation Stage (EYFS) framework. It covers resuscitation, choking, seizures and other emergencies involving children and babies. Certificates usually last three years.
• Safeguarding and Child Protection – This ensures you can recognise the signs of abuse and neglect, know how to respond and understand your setting’s safeguarding procedures. Updated refresher training is often required every year or two.
• Food Hygiene – If you handle food in a childcare setting, you need to complete food safety training. It covers safe storage, preparation and serving to prevent illness.
• Health and Safety – This training covers safe environments, risk assessment and accident reporting. It may include manual handling to prevent injury when lifting children or equipment.
• Prevent Duty – Introduced to help staff identify children who may be at risk of extremism or radicalisation and know how to make a referral.

Mandatory training keeps staff compliant with the law and builds a safe environment for children and young people.

Professional Development Training

Training is not only about meeting legal duties. It can also improve how you perform in your role. Professional development training covers many areas of childcare, learning and development.

Examples include:

• Supporting Speech, Language and Communication – Helps staff promote early language skills and spot delays in development.
• Behaviour Management – Gives strategies for supporting positive behaviour and reducing conflict. Often includes training on understanding triggers, using positive reinforcement and promoting emotional regulation.
• Special Educational Needs and Disabilities (SEND) – Builds awareness of different conditions and teaches ways to adapt activities and environments. May involve learning about Education, Health and Care Plans (EHCPs).
• Early Years Curriculum Training – Focuses on delivering the EYFS framework, planning activities and assessing progress.
• Playwork Skills – Supports staff who work with older children in afterschool or holiday clubs. Covers themes like play theory, risk in play and child-led activities.

Professional development training leads to better quality experiences for children. It helps you meet individual needs and support progress more effectively.

Qualifications and Courses

Longer courses lead to formal qualifications. These can help workers progress in their careers and provide evidence of competence.

Examples of qualifications:

• Level 2 Certificate in Children’s Care, Learning and Development – Suitable for those starting out in childcare roles.
• Level 3 Diploma for the Children and Young People’s Workforce – Aimed at those with responsibility for planning, leading and supporting children’s learning.
• Foundation Degree in Early Years – Combines work-based learning with academic study.
• Degree in Childhood Studies or Education – Often required for senior teaching roles or early years teacher status.
• Apprenticeships – Combine on-the-job training with study towards a qualification.

These courses can be studied full-time, part-time or through distance learning. Some are funded by the employer or through apprenticeship schemes.

Specialty and Targeted Training

In many settings, staff work with children and young people who have specific needs. Specialist training helps you support these children more effectively.

Examples include:

• Autism Awareness – Understanding autism spectrum conditions, communication differences and sensory needs.
• Mental Health Awareness – Recognising early signs of anxiety, depression or self-harm and knowing when to refer.
• Domestic Abuse Awareness – Understanding the impact of abuse on children and how to respond to disclosures.
• Attachment and Trauma Training – How early experiences affect behaviour and development.
• Support for Looked-After Children – Meeting the needs of children in foster or residential care.

This type of training is often delivered through workshops, short courses or online learning.

E-learning and Online Training

Many organisations now offer training online. This can be a flexible way to fit learning around work and personal commitments.

Benefits include:

• Self-paced learning that can be completed in small sessions
• Access to nationwide training providers without travel
• Immediate certification after passing an assessment

Online training can cover mandatory topics like safeguarding, or professional development topics such as inclusive practice, outdoor play or child development.

Conferences, Workshops and Seminars

Short-term events bring together practitioners from different organisations. They provide a chance to learn about new approaches, research findings and resources.

• Conferences may cover a wide range of subjects and feature expert speakers.
• Workshops are more interactive, offering practical tasks and discussion groups.
• Seminars are often shorter than workshops and focus on one specific topic.

Attending these events builds knowledge and broadens your professional network. They also give you direct access to up-to-date thinking in the sector.

In-house Training

Many employers run their own training sessions. These are usually tailored to the policies, procedures and needs of the organisation.

Examples:

• Induction programmes for new staff
• Updates on policies or new legislation
• Training linked to changes in practice within the setting

In-house training is often led by managers, experienced staff or external consultants brought in for specific sessions.

Mentoring and Peer Learning

Learning does not always take place in the classroom or online. Mentoring pairs less experienced staff with a more experienced colleague who offers guidance and support.

Peer learning happens informally through conversations, shared planning and observing each other’s work. Both methods build confidence and encourage reflection on practice.

Local Authority and Community Training

Local authorities often run courses for settings in their area. These may be free or low cost and can include:

• Early years network meetings
• SEND support sessions
• Child protection updates
• Inclusion training

Community-based organisations sometimes offer workshops on topics like supporting families, cultural awareness or outdoor learning.

Funding for Training

Training can be expensive. It helps to know how to access funding. Possible sources include:

• Employer-funded training budgets
• Apprenticeship levy funding for eligible courses
• Local authority grants for early years development
• Government schemes that support workforce skills

Some professional bodies offer bursaries or discounted places for members.

Regulatory Bodies and Professional Associations

Membership of a professional association can give access to free or reduced-cost training. Associations often run seminars, publish guidance and provide online learning materials.

Examples of organisations:

• Professional Association for Childcare and Early Years (PACEY)
• National Day Nurseries Association (NDNA)
• Early Years Alliance

These organisations also share updates on legislation and best practice in the sector.

Keeping Training Records

It is important to keep a personal record of all training. This makes it easier to show evidence for inspections, appraisals and career progression.

A training record should include:

• Name of the course or session
• Date completed
• Provider
• Expiry date if applicable
• Certificate or confirmation of attendance

Regularly review your record to see which areas you may want or need to update.

Linking Training to Practice

Training has most impact when it leads to improvements in the way you work. After any course, think about:

• What you learned that is new
• Which changes you need to make in your daily work
• How to share learning with colleagues
• How to measure the difference it makes to children and young people

Some settings ask staff to complete a reflective account after training to record these points.

Final Thoughts

Keeping your knowledge and skills up-to-date is part of providing quality care and education for children and young people. Training can be formal, informal, short or long term. Each type meets different needs and all contribute to your professional growth.

Think about your role, the needs of the children you work with and the goals of your setting. Use that to guide which training opportunities you pursue. Training is a way to grow in confidence, improve your practice and keep children safe, happy and learning.