The Surge in In-House L&D Investment
Businesses across the United Kingdom and Ireland are increasingly channelling resources into in-house learning and development (L&D) programmes, a strategic shift driven by rapid technological advancements, evolving regulatory landscapes, and persistent skills gaps. This move signifies a departure from sole reliance on external training providers, as organisations build internal capabilities for continuous upskilling and reskilling of their workforces.
The imperative for corporate upskilling has never been more pronounced. A recent report highlighted that 75% of UK organisations believe automation and AI will significantly alter skill requirements within the next five years. This sentiment is mirrored in Ireland, where the National Skills Council's latest forecast identifies critical skills shortages in areas such as digital transformation, green skills, and advanced manufacturing. In 2026, 54% of UK employers reported existing skills shortages within their organisations, a figure they anticipate will worsen over the next five years. These shortages impact all business areas, increasing workload and reducing productivity.
In-house training offers several distinct advantages, including tailored content that aligns precisely with organisational goals, internal systems, and cultural nuances. While initial setup costs can be higher, long-term in-house delivery often proves more economical for large workforces compared to repeated external engagements.
Addressing Critical Skills Gaps and Regulatory Compliance
The focus on upskilling is heavily influenced by the need to address critical skills gaps, particularly in digital and AI competencies. Google search data and industry trend reports for 2026 indicate a strong demand for AI courses, upskilling, reskilling, and leadership development. Only 25% of workers currently receive formal AI training from their employers, despite spending an average of two hours per day using AI tools. This highlights a significant area for in-house L&D intervention.
Beyond technological skills, regulatory compliance remains a cornerstone of L&D investment. In the UK, the Health and Safety Executive (HSE) reported that 124 workers were killed in work-related accidents in 2024/25, with annual costs of workplace injury in 2023/24 reaching £6.5 billion. There were 4.4 million working days lost due to non-fatal workplace injuries in 2024/25. Non-fatal injuries reported by employers showed a downward trend, with slips, trips, or falls accounting for 30% of these, followed by handling, lifting, or carrying (17%).
In Ireland, the Health and Safety Authority (HSA) reported 43 workplace fatalities in 2023, a sharp increase from 28 in 2022. Manual handling remains the leading cause of non-fatal workplace injury, accounting for 3,474 reported incidents (approximately 33% of all workplace injuries) in the HSA Annual Review 2025 (covering 2023–2024 data). The Safety, Health and Welfare at Work Act 2005 and the Safety, Health and Welfare at Work (General Application) Regulations 2007 mandate employers to take measures to avoid manual handling risks, making manual handling training statutory for all employees under Irish law.
Related training: If you are looking to qualify as a trainer in this area, see TAQA assessor courses or explore health and safety training Ireland for nationally recognised UK and Ireland qualifications.
The Resuscitation Council UK (RCUK) also continually updates its guidelines, with the latest major update in late 2025, scheduled for review in 2030. These guidelines shape training content and course structure for CPR and first aid across the UK, ensuring instructors and workplaces adhere to the most effective, evidence-based methods.
The Future of L&D: Personalisation and ROI
Looking ahead, L&D strategies in the UK and Ireland are increasingly focused on hyper-personalised learning experiences and demonstrating clear return on investment (ROI). By 2026, L&D is expected to act as an internal consultancy, embedding continuous learning into business strategy and shaping culture. Deloitte Insights reports that 89% of executives consider skills data vital, yet fewer than half have systems to track it, highlighting a need for AI-driven platforms to link learning, performance, and workforce data.
Personalisation is no longer optional, with 75% of L&D teams experimenting with adaptive learning. Deloitte notes that AI-curated experiences deliver 30-50% higher engagement than traditional catalogues, indicating a strong trend towards AI-driven learning tailored to individual roles, career goals, and prior experience. This approach aims to improve engagement, retention, and overall performance.
Quality and Qualifications Ireland (QQI) plays a crucial role in ensuring the quality and integrity of education and training in Ireland. As an awarding body, QQI sets standards for qualifications, assesses providers, and validates programmes, contributing to the recognition and portability of qualifications across the National Framework of Qualifications (NFQ). QQI-accredited courses are recognised by employers and can enhance career prospects and educational opportunities.
Abertay Training, a leading provider in the UK and Ireland, offers comprehensive train-the-trainer solutions, addressing these evolving needs by equipping organisations with the skills to deliver high-quality, compliant, and impactful in-house training programmes. More information can be found at https://www.abertaytraining.co.uk.