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A year on from a landmark decade of recognising excellence, the Princess Royal Training Awards continue to be a respected symbol of workforce development achievement across the UK and Ireland.
These Awards highlight organisations’ dedication to impactful training programmes that deliver real business results.
From modest beginnings to prestigious recognition
Established in 2016, the Awards were created to highlight outstanding organisations committed to learning and development. HRH The Princess Royal, a passionate advocate for skills and training, lends royal endorsement, adding unique prestige.
Over time, the Awards have recognised organisations of all sizes and sectors, showcasing initiatives from leadership development and cultural change to apprenticeships and talent pipelines. The Awards’ reputation has become synonymous with excellence, attracting a growing number of applicants striving to achieve this distinguished accolade.
Growth and innovation amidst changing workplaces
Participation has steadily increased, with 57 programmes achieving the Award in 2025. The Awards’ appeal is boosted by an esteemed ceremony, access to a thriving alumni network, and comprehensive applicant support. The Awards are also completely free to enter and organisations are not in competition with one another, they simply need to demonstrate how their training meets rigorous standards of excellence.
Over the years, the Awards have adapted to changing needs, introducing virtual support workshops, offering draft application feedback, and launching recognition renewal to encourage ongoing excellence. For 2026, in recognition of today’s interconnected workplaces, eligibility is expanding to include organisations with UK and Ireland-based training that also have a global training footprint, acknowledging excellence both domestically and internationally.
Spotlight on the public sector: Recognising outstanding contributions
The public sector has been represented by numerous organisations over the years recognised for diverse training programmes, including the Financial Services Compensation Scheme, the Metropolitan Police, the National Crime Agency, North West Ambulance Service NHS Trust, North York Moors National Park Authority, Northern Care Alliance, Redcar & Cleveland Borough Council, South Wales Police, among many more!
Joining the public sector alumni in 2025 are a range of organisations focused on building resilient, diverse workforces through apprenticeships, tailored in-house training, and leadership development. These organisations have been honoured for programmes designed to tackle recruitment challenges, reduce turnover, preserve expertise, and enhance inclusion, ensuring organisations remain future-ready.
Central Bedfordshire Council’s in-house social work apprenticeship, supported by university partnerships and mentoring, addresses recruitment challenges by growing committed, diverse talent internally. This has reduced turnover by 10%, lowered agency costs, and increased diversity, with staff describing the programme as ‘life-changing.’ HM Land Registry’s Land Registration Academy trains higher registration officers in a nine-month programme to safeguard vital legal expertise; it has trained 287 officers, contributed to 60,000 completed cases in 2024, and lowered customer calls by 5%.
HM Revenue & Customs developed a bespoke, in-house Counter Fraud Investigator apprenticeship, achieving a 100% completion rate among 238 trained specialists, which strengthens the pipeline of tax fraud experts. It is set to scale, training over 1,500 recruits by 2030. Rhondda Cynon Taf CBC’s apprenticeship and graduate programmes have supported 544 participants since 2016, retaining over 70% internally, aligned with decarbonisation and infrastructure goals. Its success has drawn attention from other Welsh authorities seeking to replicate this model.
Healthcare-focused initiatives include The Royal Wolverhampton NHS Trust’s simulation-based education for international medical graduates, enhancing cultural competence and communication skills with 87% of participants using these daily. Now adopted regionally, it is backed by Trust funding and praised for transforming inclusion and improving staff retention. South Tees Hospitals NHS Foundation Trust implemented a leadership programme after a ‘Requires Improvement’ rating, engaging 2,500+ staff since 2020. This led to a rise in staff confidence by 75%, satisfaction of 95%, reduced turnover from 10% to 8.4%, and an improved CQC ‘Good’ rating in 2023.
Together, these examples illustrate a strategic approach to workforce development that combines skills acquisition, leadership, diversity, and retention, building sustainable talent pipelines crucial for public sector and healthcare resilience.
Take the next step:
For organisations committed to workforce development, applying for the Princess Royal Training Awards is a unique chance to showcase achievements and join an active network of training leaders. Applications are open from 1 December 2025 – 20 March 2026.
Register now, visit the website for more information, or contact the team at: info@princessroyaltrainingawards.com.