Are you recognising your 30s to 40s talent?

We recently analysed over 800 of our RPL graduates and one result stood out: the typical age at which someone earns a qualification through Recognition of Prior Learning (RPL) is about 38.

That’s not early career. It’s not someone fresh out of university. It’s professionals well into their working lives, managing others, leading teams, running projects, making decisions, and carrying real responsibility. In many cases, they’ve been doing that work for years, sometimes decades before they ever receive a formal qualification.

Watch now to find our what our RPL data reveals

What the data shows

• Most RPL candidates are in their early 30s to mid-40s, a genuine mid-career cohort.

• Far fewer candidates sit at the very early or late ends of the age spectrum.

• Lifelong learning isn’t just a slogan. As roles grow more complex, learning accelerates.

Why recognition comes later

We talk a lot about lifelong learning, and the data backs it up. People don’t stop learning at 25. In fact, for many, learning accelerates as roles become more complex and responsibilities grow. Experience comes first: capability is built in real workplaces through problem‑solving, leadership challenges, and accountability. Formal recognition often arrives later.

What RPL is, and isn’t

• Not a shortcut. Not a lowering of standards.

• The benchmark doesn’t change; the pathway does.

• RPL assesses existing skills, knowledge, and experience against the same nationally recognised standards as any other qualification.

  
  

For many candidates, RPL is a moment of validation, a clear acknowledgment that what they’ve built over the last 10, 15, or 20 years truly matters.

Why this matters for employers and HR

RPL can be a powerful reward and recognition tool. It:

• Acknowledges capability that already exists in your organisation

• Supports retention and builds confidence

• Creates clear career pathways, especially for people who didn’t follow a traditional academic route

Used well, RPL doesn’t replace leadership development or training; it complements it. It formalises experience and creates a stronger foundation for future growth. Lifelong learning is alive and well. And at around 38 years old, the timing isn’t late at all; it’s exactly right.

How to act on this insight

For career professionals

• Explore the Certificates, Diplomas and Advanced Diplomas available via RPL

• Check your readiness: Are you already performing at the standard?

• Gather evidence: Work samples, rosters, project docs, references.

• Start the process: Book a short consult to map the quickest, most compliant pathway.

For employers/HR

• Identify mid‑career cohorts with on‑the‑job leadership capability.

• Pilot an RPL pathway as part of your reward and recognition strategy.

• Align RPL outcomes with role frameworks and internal mobility.

If you would like to learn more about how we can work together and how we can support you through the RPL process, feel free to book a friendly chat.

Let's chat about RPL

Campbell Elton

Co-Founder