In 2025, investing in your people isn’t just good leadership—it’s a business imperative. And according to Randstad’s Employer Brand Research, one investment stands out more than ever: reskilling.
The data is clear - 69% of Australian workers consider reskilling important. It’s even more critical for younger employees and those actively seeking internal opportunities. The modern workforce wants to learn, grow, and adapt. If they can’t do that within their workplaces, they’ll find somewhere else they can.
the reskilling imperative
Automation, AI, market shifts, and evolving roles are redefining what the future of work looks like as organisations undergo a digital transformation. For employers, that means two things:
- You need to future-proof your workforce.
- You need to retain your best talent.
Reskilling helps you achieve both.
Randstad’s research shows that reskilling is no longer a “nice to have” - it’s now a core part of the employee value proposition, especially for:
- Gen Z and Millennials, who rank learning and development above perks and pay.
- Internal movers, who see reskilling as the path to career advancement.
Notably, those committed to staying and growing within their current organisation place greater value on reskilling than those looking to job switching. That presents a powerful opportunity for employers serious about retention.
the industry divide
The research also reveals a divide across skill groups:
- Digital job roles - such as software engineers, data analysts, and IT specialists - are the most satisfied with their access to reskilling and upskilling opportunities.
- Operational roles - including roles like machine operators, technicians, logistics staff, and tradespeople - and
- Professional workers - such as accountants, marketers, HR professionals, and legal advisors - feel they have fewer opportunities to reskill.
This signals that while tech-driven sectors are paving the way, many industries still need to catch up if they want to remain competitive and retain talent.
why reskilling drives retention
Reskilling plays a critical role in holding onto talent for three key reasons:
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1. career progression
Employees stay when they see a clear path forward. Training opens doors to new roles and promotions.
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2. higher engagement
Learning keeps people motivated, curious, and connected to their work.
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3. increased loyalty
When employers invest in people, employees return the favour with loyalty and discretionary effort.
In a competitive labour market where replacing talent is time-consuming and costly, these factors are more valuable than ever.
what employers can do
To meet employee expectations and strengthen retention, upskilling and reskilling the workforce must be embedded into the organisation’s culture - not just offered as a perk. Here’s how:
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1. build a culture of learning
- Encourage curiosity and experimentation.
- Share learning success stories across the business.
- Ensure learning tools are accessible to all employees.
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2. tailor development pathways
- Offer multiple formats: in-person workshops, online courses, mentorship, job shadowing.
- Align development to both business needs and individual career goals.
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3. promote internal mobility
- Use reskilling to support cross-functional moves and career changes.
- Create clear job boards, internal pathways, and transition plans.
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4. track and celebrate progress
- Monitor participation and outcomes.
- Recognise employees who demonstrate growth through learning.
looking ahead
With nearly seven in 10 workers calling reskilling essential, the message is clear: employees are ready to learn. But are organisations ready to lead?
The employers who embrace reskilling in 2025 won’t just boost retention, they’ll unlock untapped potential, increase productivity, and enhance their employer brand.
Because in today’s world of work, standing still is the same as falling behind - it’s a risk you can’t afford.
Get in touch with Randstad’s specialist consultants to be across industry trends and stay at least one step ahead of the competition.
