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.
