Navigating 2026: Four Critical Trends for HR and L&D Leaders

As organisations rethink how their teams work, learn, and grow, L&D is emerging as a pivotal driver of this transformation. In a landscape marked by uncertainty, widening skill gaps, technological upheaval, and increasing employee expectations, learning and development is now a vital force propelling performance, shaping culture, and ensuring long-term organisational resilience.

Understanding the L&D landscape: What latest research reveals about the year ahead

To understand where Learning & Development is heading next, we commissioned an in-depth research study across Europe, speaking to HR leaders, L&D professionals, and managers navigating this transformation every day.

If you're steering the ship in HR or L&D, you’re likely familiar with the key priorities on the horizon. Our findings offer a fresh perspective on where organisations currently stand and uncover the most promising opportunities ahead.

The research reveals four strategic Learning & Development trends that will define 2026.

‍We call them “trends”, but they’re mostly signals of a fundamental shift in how development is designed, delivered, and valued. Together, they highlight a shift toward more holistic, future-proof, and human-centred development.

Here is a snapshot:

1. Employee wellbeing is now a core learning priority: mental and physical well-being aren't just benefits; they're learnable skills like stress management, resilience, and emotional regulation that drive productivity and engagement.
2. AI and digital acceleration are widening skills gaps: both technical and human capacities need to evolve faster, and companies need to be investing in continuous upskilling to keep pace.
3. Sustainability and purpose-driven leadership are getting higher up the L&D agenda: to thrive companies require leaders who demonstrate long-term vision, act with responsibility, and connect work to a sense of purpose.
4. Diversity and inclusion learning must move from one-off initiatives to ongoing practice: to foster psychologically safe and inclusive workplaces, organisations require continuous diversity and inclusion learning, not just isolated initiatives.

The study involves 1,040 HR and L&D professionals from the UK, Netherlands, Germany, Spain, and Belgium, and reveals a consistent pattern: while awareness of key issues like wellbeing, digital transformation, sustainability, and diversity is high, execution often falls short. Leaders recognize the importance of these areas but face challenges in dedicating the necessary focus, resources, and continuity to embed them into daily practice.

The findings reveal a misalignment between the current priorities and the ideal focus organisations aim to achieve, for each of the four trends:

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These gaps represent millions of employees working in organisations where critical capabilities like resilience, adaptability, purpose-driven leadership, and inclusive collaboration are recognised but not yet fully integrated.

For HR and L&D leaders, this isn't just a challenge; it's a strategic roadmap.

Closing these gaps is where learning translates into tangible business value.

In the sections below, we dive deeper into each trend and explore why it matters for HR and L&D leaders, and how to take action.

Trend 1: Employee wellbeing becomes a core learning priority

For years, wellbeing and learning lived in separate organisational buckets.

In 2026, that separation is disappearing.

Employees increasingly expect employers to support not only their skills, but their mental fitness, stress management, and emotional resilience.

Why is matters for L&D

When people feel supported and psychologically safe, they learn more effectively, respond better to change, and contribute more consistently and are prone to stay longer.

On the other hand, neglecting employees’ wellbeing leads to absenteeism, lower motivation, and higher turnover, all challenges that directly affect performance and lead to higher costs.

What really drives employee success

With this in mind, how best can organisations support employee mental health?

• Stress-resilience tools

• Support for maintaining a healthy work–life balance

• Micro-learning on mindset, motivation, and confidence

• Accessible content they can fit into busy days

The L&D opportunity

Right now, about a third of organisations are tapping into e-learning to boost wellbeing.

The next step involves weaving mental health workplace strategies into leadership training, team dynamics, and performance chats.

It’s time to move past the traditional wellness programs and cultivate resilience, adaptability, and psychological safety part of the everyday toolkit.

Action plan for 2026

So, how can you best take these findings for 2026?

Well, here are 4 actions:

• Integrate wellbeing modules into learning journeys

• Develop managers’ empathetic leadership capabilities

• Provide short, practical content employees can use immediately

• Combine technical learning with personal development and mental fitness

Trend 2: Digital acceleration creates new skills gaps

AI, automation, and digital transformation continue to reshape workplaces at record speed, and many employees feel left behind.

They need – and want - to understand how these technologies work and how to apply them confidently in their jobs.

This makes digital readiness both a skills challenge and a cultural one.

Why it matters for L&D

Learning teams need to move from reactive to proactive digital upskilling.

Instead of waiting for skill shortages to appear, the most successful organisations invest in ongoing, accessible digital skills development for everyone, not just technical teams.

What really drives employee success

• AI literacy and responsible use of AI tools

• Problem solving in digital-first environments

• Analytical and strategic thinking

• More efficient ways of working through technology

The L&D opportunity

Digital readiness extends beyond technical skills; it involves emotional intelligence as well. To build an AI-Literate workforce, focus on:

• Building digital confidence, not just hard skills

• Cultivating ethical awareness around AI and data

• Fostering curiosity and adaptability

Here, microlearning plays a particularly valuable role.

Short, engaging content helps employees build capability in small steps, without overwhelming them or disrupting productivity.

Digital learning also allows employees to practise skills immediately, reinforcing new habits as they work.

Action plan for 2026

• Add AI literacy training across all departments
• Offer short, targeted modules that help people “learn by doing”
• Build blended learning paths combining digital skills + human skills
• Equip managers with the right tools to guide teams through change

Trend 3: Employees expect organisations to prioritise sustainability

Sustainability has evolved beyond environmental topics.

Employees now associate it with ethical behaviour, responsible decision-making, and organisations acting in ways that benefit society.

This shift influences not only how people expect companies to operate, but also what they want to learn.

People want to understand how their work contributes to a meaningful, long-term purpose.

Embedding sustainability into learning helps employees make responsible choices in their daily tasks and strengthens organisational culture.

What really drives employee success

• Understanding their organisation's role in sustainability efforts

• Practicing ethical and responsible behaviour in the workplace

• Making sustainable decisions in everyday tasks

• Developing skills that drive long-term, positive impact

The L&D learning opportunity

To achieve purpose-driven leadership, organisations should:

• Equip managers to balance stakeholder expectations effectively

• Encourage long-term thinking in decision-making

• Connect purpose to everyday work through learning and development

What HR and L&D leaders can do

• Add sustainability awareness to onboarding and skills journeys

• Highlight real examples and practical behaviours

• Strengthen organisational purpose through learning

• Give employees tools to make sustainable choices

Leadership isn't just a title; it's a skill anyone can develop.

‍GoodHabitz offers comprehensive leadership development content with courses like "The Art of Feedback," "Decision Styles," "Difficult Conversations," and "Leadership - Find Your Style."

Trend 4: Diversity and inclusion must be practical and continuous

HR and L&D leaders recognise the growing importance of creating workplaces where everyone feels valued and empowered to contribute.

They emphasise the need for practical, behaviour-focused training over theoretical content.

The focus is on equipping employees with the skills to communicate effectively, lead inclusively, collaborate across cultures, and foster an environment where everyone can thrive.

What really drives employee success

• Inclusive communication skills
• Cultural awareness
• Tools to navigate hybrid and global teamwork
• Managerial skills to promote fairness and psychological safety

What this means for HR and L&D

Continuous learning is essential for fostering an inclusive workplace.

When inclusion becomes a routine part of development, rather than a once-a-year workshop, it begins to shape everyday interactions.

Transitioning from traditional DE&I programs to nurturing inclusive leadership capabilities creates a more cohesive and innovative environment.

By focusing on developing empathy, cultural intelligence, and a sense of belonging, organisations can enhance collaboration, boost employee satisfaction, and drive better business outcomes.

How L&D can make inclusion real (and not just a tick-box exercise)

• Make DEI training continuous
• Focus on real-life scenarios and practical skills
• Support managers with short, actionable learning
• Integrate inclusion into leadership journeys

Work today is a team sport.

Diverse and inclusive teams not only create a more enjoyable work environment but also drive innovation through varied perspectives and ideas.

And in order to ensure that inclusivity truly sticks, practices need to be embedded from the very start of the employee's journey. Learn more in our inclusive onboarding guide.

Digital learning plays a crucial role in this transition, promoting inclusion at scale and making these vital skills accessible to every employee, every day, regardless of role or seniority.

GoodHabitz engages employees of all ages, fostering empathy, cultural intelligence, and belonging.

With personalised learning paths tailored to different styles and preferences, we ensure inclusivity and engagement across generations.

Conclusion

Across all four trends, one insight stands out: HR and L&D leaders recognise the need for meaningful, accessible learning that empowers employees to grow, adapt, and contribute with confidence.

There is a clear expectation for employers to invest in skills and mindsets that bolster both professional success and personal wellbeing. For HR and L&D teams, this means prioritising:

• People-first development

• Future-focused skills

• Accessible and engaging learning experiences

• Stronger support for managers

• A continuous learning culture

So, what's the bottom line for Learning Leaders in 2026?

It's all about empowering your people with meaningful, accessible learning that fuels growth, adaptability, and confidence. Invest in skills and mindsets that boost both professional success and personal wellbeing, and you'll create a resilient, competitive organization ready to conquer 2026 and beyond!

About this research

This European study examines current market tendencies among HR professionals and executives. The research was commissioned by GoodHabitz and conducted by Markteffect in July 2025. It surveyed 1,040 HR leaders, L&D professionals, and managers navigating workplace transformation every day across the UK, Netherlands, Germany, Spain, and Belgium. The research goal is to individuate strategic Learning & Development trends that will define 2026.

FAQs

Why is employee wellbeing becoming a core learning priority?

Employee wellbeing is crucial because it directly impacts productivity, engagement, and retention. When employees feel supported and psychologically safe, they are more likely to learn effectively, adapt to change, and contribute consistently, which ultimately benefits the organisation's performance and reduces costs associated with absenteeism and turnover.

How can organisations effectively integrate digital skills training?

Organisations can integrate digital skills training by adopting microlearning approaches that offer short, targeted modules. This allows employees to learn incrementally and apply new skills immediately, ensuring that digital readiness is both a skills challenge and a cultural one. Providing ongoing, accessible digital skills development for all employees, not just technical teams, is key.

What role does sustainability play in employee development?

Sustainability in employee development involves teaching employees how their roles contribute to long-term, meaningful purposes. By embedding sustainability into learning, organisations can encourage responsible decision-making and ethical behaviour, which strengthens organisational culture and aligns with societal expectations.

How can L&D leaders foster a more inclusive workplace?

L&D leaders can foster inclusivity by making diversity and inclusion training continuous and practical. This involves focusing on real-life scenarios, supporting managers with actionable learning, and integrating inclusion into leadership development. By developing empathy, cultural intelligence, and a sense of belonging, organisations can enhance collaboration and drive better business outcomes.

What are the benefits of transitioning from traditional DE&I programs to inclusive leadership capabilities?

Transitioning to inclusive leadership capabilities creates a more cohesive and innovative workplace. It helps organisations move beyond one-off workshops to embedding inclusion into everyday interactions, which enhances collaboration, boosts employee satisfaction, and drives better business outcomes.

How can organisations ensure that learning experiences are accessible and engaging?

Organisations can ensure accessibility and engagement by offering diverse learning formats, such as e-learning, microlearning, and blended learning paths. Tailoring content to different learning styles and preferences, and providing practical, real-world applications, can also enhance engagement and ensure that learning is relevant and impactful.