As familiar digital learning trends continue into 2026, new patterns are starting to emerge alongside them. These aren’t fully formed yet, but they’re showing up more often in conversations, pilots and early-stage projects. In this blog, we explore the learning trends that look set to shape the next phase of L&D, based on what we’re beginning to see accelerate in practice.

Looking forward feels different to looking back

When we look back at learning trends, it’s usually clear why something stuck. The value has already shown itself.

Looking forward is messier.

Emerging trends tend to appear as half-ideas, early experiments or recurring questions. They surface in strategy sessions, not yet in case studies. They feel tentative. Sometimes uncomfortable.

As we move into 2026, we’re noticing a shift in the kinds of questions L&D teams are asking. Less about delivery mechanics, and more about anticipation, judgement and long-term capability.

The trends below reflect that shift.

Skill intelligence and predictive upskilling are moving from theory to conversation

For a while, skills-based learning focused on mapping what people can do now. What’s emerging in 2026 is a stronger interest in what skills will be needed next.

Skill intelligence goes beyond static frameworks. It uses data, labour market signals and internal performance patterns to anticipate future gaps before they become urgent.

What we’re starting to notice is curiosity rather than certainty. Teams asking:

·        How do we avoid reacting too late?

·        How do we prepare people before a skill becomes critical?

Predictive upskilling isn’t yet mainstream, but it’s clearly on the radar. And as AI capability matures, the idea of proactively guiding learning paths feels increasingly plausible.

AI-generated learning simulations are becoming more realistic

Simulation-based learning has existed for years. What’s changing is how flexible and responsive it can be.

We’re now beginning to see AI-generated simulations that adapt in real time. Scenarios shift based on learner decisions. Consequences change. The experience becomes less scripted and more conversational.

This opens up new possibilities, especially for complex, judgement-heavy skills. Leadership. Risk. Customer interaction. Safety.

It also raises new design questions. Not just ‘can we do this?’, but ‘when does this genuinely add value?’ That tension suggests the trend is still emerging, not settled.

Ethical AI literacy is becoming a learning topic in its own right

As AI becomes embedded in daily work, organisations are starting to recognise a gap. People are using AI tools, but not always confidently. They’re unsure about bias, data use and responsibility. They know there are risks, but don’t always know how to navigate them.

In response, we’re seeing early signs of ethical AI literacy becoming part of learning strategies as practical guidance. This includes how to use AI responsibly, how to question outputs, and how to protect data.

This feels less like a trend driven by technology, and more like one driven by trust.

Neuro-informed learning design is influencing structure, not just language

Cognitive science has influenced learning design for a long time. What feels different now is how explicitly it’s shaping structure.

Rather than just simplifying language or adding spacing, teams are looking more closely at sequencing, retrieval, repetition and memory formation.

We’re seeing more interest in questions like:

·        Where does this sit in the learner’s day?

·        What should they remember next week, not just today?

·        How do we reduce overload without oversimplifying?

Neuro-informed design isn’t flashy. But it’s quietly changing how learning journeys are built.

Integrated digital learning ecosystems are gaining momentum

Many organisations already have multiple platforms. LMS. LXP. Collaboration tools. Knowledge bases.

What’s emerging now is a desire to make these feel like one coherent system.

Rather than launching more tools, teams are asking how formal learning, informal sharing and social interaction connect. How learning flows across platforms instead of stopping at module completion.

This trend is less about technology and more about orchestration. Making learning easier to navigate, easier to return to, and easier to embed into work.

Adaptive compliance learning is beginning to take shape

Compliance training has traditionally been fixed. Same content. Same pathway. Same assessment.

We’re now starting to see interest in adaptive approaches. Content that responds to performance. Scenarios that change based on risk exposure. Assessments that adjust difficulty based on confidence and accuracy.

The goal isn’t to reduce rigour. It’s to focus attention where it’s most needed.

This trend is still early, but it reflects a broader shift towards treating compliance as a behavioural challenge, not just an information one.

Social and gamified learning at scale is evolving

Social learning and gamification aren’t new. What’s changing is the scale and integration.

Instead of isolated challenges or one-off campaigns, we’re seeing early experiments with enterprise-wide experiences. Shared goals. Peer recognition. Collective progress.

The emphasis is less on points and more on participation. Less competition, more collaboration.

When done carefully, this approach can reinforce culture and connection, not just engagement metrics.

What these emerging trends have in common

Taken together, these trends point to a change in emphasis.

They suggest a move towards learning systems that are adaptive, ethical and deeply connected to how people actually work.

None of these trends are finished. Some may evolve. Some may stall. But the questions they raise feel timely, and increasingly hard to ignore.

A final observation

As we move into 2026, learning trends feel less about what’s new, and more about what’s next for people.

·        How do we prepare, not just respond?

·        How do we support judgement, not just knowledge?

·        How do we design learning that keeps pace without losing trust?

Those questions don’t have easy answers. But they’re shaping the conversations we’re hearing, and the directions teams are beginning to explore.

And that, more than any prediction, feels like a trend worth paying attention to.