What Every Company Needs to Know

In recent years, the growing influence of AI, the shift toward more flexible ways of working, and the increasing emphasis on employee well-being have made learning and development (L&D) more essential than ever as the workplace continues to evolve.

There’s a wealth of research and expert insights shaping the top learning and development trends for 2026. At Infijoy, we’re always exploring new ways to make personal and professional well-being education more engaging and accessible. To save you time, we’ve distilled the most important findings into a clear, concise guide, making it easy to grasp the key themes and what they mean for the future of growth, performance, and workplace wellness.

In this guide, we’ll dive into the key learning and development trends to watch for in 2026, helping organizations and individuals stay ahead in a rapidly changing world.

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Top trends for 2026:

1. AI Fluency

AI is no longer just a tool for tech teams. It’s becoming an organization-wide operating system. 

In 2026, companies will treat AI fluency as a core competency for every employee, similar to digital literacy a decade ago. This means building comfort around prompt-writing, understanding AI decision-making, and knowing when (and when not) to rely on automation. The goal isn’t to make everyone an AI engineer, it’s to empower people to integrate AI confidently into their daily work to improve productivity.

According to one 2025 survey, 77% of businesses say reskilling or upskilling their workforce to work alongside AI is their top strategy.

A McKinsey & Company report shows that 92% of companies plan to increase their AI investments over the next three years.

Entrepreneur Middle East reported that usage of AI at work is rising fast in some regions: in the UAE, for instance, about 80% of professionals now report using AI tools regularly - up from 56% in 2024. 

2. Immersive Learning

The most effective learning experiences are moving out of the classroom and into the flow of work. 

Immersive learning blends microlearning, real-time feedback, simulations, and on-the-job practice so employees learn while doing, not weeks later in a training room. By embedding learning into everyday tasks and tools, skills aren’t just taught, they’re reinforced and retained. This approach shortens the gap between knowledge and application, making development faster and more relevant.

According to a 2025 report by Udemy, consumption of “adaptive skills” (also called soft skills or power skills) grew 25% year-over-year, with critical thinking up 37% and decision-making skills up 38%.

 Global corporate training market data suggests that a majority of companies are rapidly shifting toward digital learning: by 2025, 93% of businesses plan to adopt e-learning platforms to support training and upskilling.

3. Leadership, Ethics & Agency

As AI reshapes work, human-centered skills are becoming even more essential. 

Companies are now investing as heavily in leadership capability, ethical decision-making, and personal agency as they are in technical upskilling. Modern leaders need to navigate ambiguity, support responsible AI use, foster psychological safety, and empower teams to adapt. Ethics and agency become guiding principles that ensure AI enhances, not replaces human judgment.

A recent 2025 survey of HR and L&D leaders found that while 61% of organizations have adopted or are testing AI within their L&D strategy, only 11% feel “extremely confident” in their future skills-building readiness, suggesting a large gap between AI adoption and workforce preparedness.

The same report highlights that skills like strategic/critical thinking (56%), digital fluency (44%), and leadership (42%) are already among the top capabilities organizations expect to emphasise in 2026. 

4. Adaptive Skills

While technical AI skills matter, adaptive skills are what make people future-proof. 

These include curiosity, resilience, complex problem-solving, systems thinking, emotional intelligence, and creativity. 

Rather than training for one specific tool or platform, organizations are focusing on complementing AI with the deeply human capabilities machines can’t replicate. Adaptive skills equip people to evolve with changing technologies and stay relevant no matter what future disruptions look like.

According to a 2024/2025 Forbes report, 84% of employers and managers say that soft skills are essential and that job-candidates must demonstrate them.

 A recent global survey found that only 24% of workers feel confident they have the skills needed for career advancement - a sign many people don’t consider themselves ready in adaptive or career-readiness skills.

 Another recent Business Wire study covering 3,800 employees and 1,400 HR leaders across multiple countries showed only about 20% of employees believe their company is doing an effective job at training soft skills.

From a 2025 Euro News survey of employers:

• 69% of employers identify “analytical thinking” (a core adaptive skill) as a “core requirement.”
  

• 67% call “resilience, flexibility and agility” essential.
  

• 61% say “leadership and social influence” are core workforce skills.
  

• Other highly valued skills: “creative thinking” (57%), “empathy & active listening,” “curiosity & lifelong learning,” “motivation & self awareness,” “technological literacy.”

5. Flexible Learning 

The era of one-size-fits-all training calendars is over. Employees want learning that meets them where they are: on the train, between meetings, or during a coffee break. 

In 2026, training is all about flexibility: on-demand microlearning, podcasts, bite-sized videos, and quick scenario-based modules. This approach doesn’t just make learning convenient; it makes it stick. When training adapts to real schedules and preferences, engagement naturally follows. The best organizations are building learning ecosystems, not just isolated events on a calendar.

6. Practical Application 

Passive learning is no longer effective. Clicking through slides rarely teaches much. Instead, experiences that invite participation: short challenges, relatable scenarios, and storytelling are taking center stage. Microlearning paired with storytelling boosts both knowledge retention and emotional connection, inspiring employees to apply what they’ve learned. 

When training feels like a real-world story rather than a lecture, it becomes memorable and meaningful. Corporate training has often struggled with tone: too polished, too scripted, too disconnected from reality. In 2026, employees crave human connection. Authentic training embraces complexity, acknowledges challenges, and shares real-life examples. 

7. Make Learning a Habit

Employee development in 2026 emphasizes consistency. Continuous learning is about creating a rhythm of small, meaningful moments throughout the year that reinforce growth, spark reflection, and keep skills current. 

Learning becomes part of the culture, not a line item on a calendar. This approach ensures engagement continues long after the session ends.

What this means for your 2026 L&D strategy

• Treat AI fluency as a foundational skill, not just a niche technical skill.

• Embed immersive, on-the-job learning and soft skills training into workflows. Demand for adaptive skills is surging, and companies are investing heavily in scalable e-learning.
  

• There’s a clear leadership and human-skills gap: many organizations are deploying AI, but few feel prepared to train and guide their workforce effectively. That makes human-centered training (leadership, ethics, agency) a critical differentiator.
  

• Putting effort into adaptive skills now (critical thinking, resilience, communication, creativity) helps build future-proof talent who can navigate not just AI, but whatever comes after.

The Impact of Well-Being on L&D

L&D and employee well-being are more interconnected than ever in today’s workplace. When organizations invest in learning experiences that support both professional capability and personal wellness, they create environments where people feel supported, motivated, and empowered to thrive. 

The most effective L&D programs take a holistic approach; developing not only role-specific skills but also essential well-being drivers such as confidence, stress management, and emotional intelligence. This balance helps employees grow in meaningful, sustainable ways.

Key Global Employee Well‑Being Stats

• According to the 2025 Gallup “State of the Global Workplace” report: only 33% of employees globally are “thriving” (i.e. reporting good overall well-being and life evaluation), while 58% are “struggling” and 9% are “suffering.”
  

• The same report indicates global daily stress remains high: about 40% of employees said they experienced “a lot” of stress the previous day.
  

• On employee engagement more broadly: just 21% of employees worldwide were classified as “engaged” at work in 2024 - a decline from prior years.
  

• According to WifiTalents, a more workplace‑wellness‑oriented source: 60% of employees say wellness programs increase their engagement, and organizations with comprehensive wellness programs reportedly see a 28% reduction in sick days.
  

• 36% of employees report that their mental health improved thanks to workplace wellness programs. 

Employee Well-Being: The Foundation of Effective Learning

Why It Matters

In 2026, organizations are realizing that employee well-being is not just a “nice-to-have”. It’s a critical driver of engagement, retention, and learning outcomes. Employees who feel supported mentally and physically are better able to absorb new skills, adapt to change, and apply learning in real-world settings.

Key Trends in Well-Being & L&D

1. Integration of Well-Being into Learning Programs

Organizations are embedding well-being practices like mindfulness, stress management, and resilience training into leadership and professional development programs. Learning experiences are no longer purely cognitive; they also include emotional and psychological support.

2. Data-Driven Well-Being Initiatives

Companies are using surveys, pulse checks, and AI-driven analytics to understand employee stress levels, engagement, and well-being gaps. This allows L&D teams to tailor programs to real needs rather than generic skills training.

3. Holistic Health Support

Comprehensive wellness programs are expanding beyond physical health to include mental health, financial literacy, and work-life balance:

• 60% of employees say wellness programs increase engagement.
  

• Organizations with holistic programs see up to 28% reduction in sick days. (Wifitalents, 2025) 

Implications for L&D in 2026

• Well-being programs should be integrated with learning initiatives to boost engagement, retention, and skill application.
  

• Training for leaders must include mental health awareness and resilience coaching to support teams effectively.
  

• Organizations should measure and respond to well-being trends, ensuring employees can thrive while developing new skills.

Preparing for the Future of Learning

As we move into 2026, the landscape of learning and development is evolving faster than ever. Organizations that succeed will be those that combine technological fluency, immersive skill-building, and adaptive human capabilities with a genuine commitment to employee well-being.

AI fluency, adaptive skills, and immersive learning experiences will redefine how people acquire and apply knowledge. At the same time, leadership, ethics, and human-centered capabilities ensure that technology amplifies, not replaces the uniquely human elements of work. And underpinning it all, employee well-being remains the foundation for engagement, growth, and sustainable performance.

The companies that embrace these trends will not only prepare their workforce for the challenges of tomorrow; they will create a culture where learning is continuous, meaningful, and accessible to everyone. The future of work belongs to those who invest in people as much as in technology.