As career paths are being reinvented, retraining is becoming a major issue for both workers and companies.
The study by The Adecco Group Foundation, conducted by Ifop in partnership with ANDRH, highlights a paradox: although retraining is seen as a normal step, it is rarely supported. On the business side, the process is not very formalized and is often handled on a case-by-case basis, revealing an urgent need for coordination between stakeholders and for clearer, more localized measures.
Workers remain confident despite a significant lack of visibility*
In a constantly changing world of work, professional retraining is now seen as a given: 84% of workers consider it a normal step in a career path. Far from being seen as a failure, it is viewed as a new beginning by four out of five workers, who remain confident in their ability to reinvent themselves.
A difficult step to take, handled on a case-by-case basis by companies
At the same time, 71% of workers anticipate that retraining will be a difficult step to take. Age is a major obstacle: 29% feel “too old” to consider retraining. The loss of potential income (27%) and the fear of not finding a job (20%) add to these reservations, especially since one in five workers consider the process too complex.
The preferred point of contact for workers seeking retraining is not their current employer; their future employer comes in third place, behind training organizations (56%) and public employment services (45%). For many, retraining remains an individual risk, far removed from a collectively constructed career path: 40% of workers consider it a solitary project. On the company side, 65% of HR managers surveyed say they handle these requests on a case-by-case basis, identifying the lack of clarity surrounding the programs as the main obstacle.
50 and over: more than one in two consider themselves too old for retraining
Those aged 50 and over are fairly confident about the continuity of their career path (24% compared to 18% for the working population as a whole), but age is a major obstacle: 53% consider themselves “too old” to retrain, which is almost double the average for the working population. However, fewer of them point to the difficulty of accessing programs (53% compared to 60%).
Finally, while people aged 50 and over are more familiar with certain tools such as skills assessments (79% compared to 74%), their knowledge of other programs remains lower: only 27% are familiar with the CEP (compared to 36%), 25% with the PTP (compared to 31%), and 19% with the AFEST (compared to 29%).
Retraining therefore remains a more distant prospect for this section of the population, which struggles to feel directly concerned, even though longer careers are increasingly exposing them to it.
A more territorial approach recommended
Added to this is the still uneven coordination between the various players—public, private, companies, training organizations—which limits collective effectiveness. The study highlights the value of a more territorial approach, where local actors could play a structuring role in guidance and support. The challenge is to move from a superimposition of measures to a shared framework that is more transparent and accessible to all generations.
« Retraining should no longer be a solitary journey, but a shared project, co-constructed with the company. Retraining mechanisms and tools must now be fully integrated into practices: they are positive levers for career management and should be encouraged. They must also be uncomplicated, without taboos or obstacles, and considered a natural step in one’s professional career. This is a real challenge for inclusion, for all generations, and in particular for seniors, who should no longer be held back by age-related perceptions. » Emmanuelle Germani, Vice President of ANDRH.
« Making retraining a natural and valued step also means responding to the imperative of inclusion and social cohesion. Training is becoming a strategic issue in the face of rapid changes in the world of work. To be a real lever for sustainable employability, it must be accessible to all, regardless of age or background, and be based on simple, visible, and shared mechanisms. » Marc Gomes, President of The Adecco Group France & The Adecco Group Foundation.
Read the full study in the Adecco Group France press release dated June 10, 2025, and on their website: Etude Groupe Adecco France et IFOP sur la reconversion professionnelle.
