A huge thank you to Blue Eskimo for their 2025 L&D Work & Salary Report, which gives us a fascinating look into the current state of learning and development (L&D). With insights from over 700 L&D professionals, the report highlights the biggest challenges, emerging trends, and opportunities shaping the industry.

At Popcorn Learning Agency, we believe L&D should be more than just a support function—it should be a key driver of business success. And this report makes one thing crystal clear: L&D teams need to be more commercially focused, more strategic, and more adaptable than ever.

So, what does this mean for L&D professionals? Here are the key takeaways:

1️⃣ AI in Learning – The Future is Now

AI is no longer just a buzzword—it’s here, and it’s transforming the way we design and deliver learning.

✅ While only 9% of L&D teams are actively using AI today, adoption is growing fast.✅ AI is making content creation faster, cheaper, and more scalable.✅ It’s helping personalise learning experiences, ensuring employees get the right training at the right time.

💡 What this means for L&D:If you’re not already exploring AI-powered tools for content development, adaptive learning, or data-driven insights, you’re at risk of falling behind. The key is to embrace AI as an enabler, not a replacement—it’s here to enhance, not eliminate, the human side of learning.

2️⃣ Budget Pressures & ROI Expectations – The Demand for Measurable Impact

💰 72% of L&D professionals expect their budgets to stay the same or shrink.

Translation? L&D leaders are under more pressure than ever to prove the ROI of learning initiatives. Simply delivering training isn’t enough—stakeholders want hard evidence that learning improves performance, retention, and business outcomes.

💡 What this means for L&D:L&D teams must become experts in impact measurement. If you’re not already tracking engagement, application, and business impact, it’s time to start. Metrics like time-to-competence, productivity gains, and retention rates are key to proving learning’s value.

3️⃣ The Hybrid Work Shift – Training a Flexible Workforce

The great remote work experiment of the last few years is shifting again. While some organisations continue to support flexible work, others are pulling employees back into offices.

🔹 Fully remote work is on the decline.🔹 Hybrid work is now the norm—but balancing engagement and accessibility is a challenge.

💡 What this means for L&D:L&D strategies need to support both in-office and remote employees. That means creating blended learning solutions that are:

✅ Accessible anywhere, anytime.✅ Interactive to keep remote learners engaged.✅ Consistent so employees get the same learning experience, no matter where they work.

4️⃣ The Rise of L&D Qualifications – Learning Professionals are Investing in Themselves

More L&D professionals than ever are prioritising their own professional development.

📚 70% now hold industry-specific qualifications (up from 52% last year).

This signals a major shift: L&D is no longer just about supporting others’ growth—it’s about developing as professionals too.

💡 What this means for L&D:If you’re in L&D, investing in your own skills is no longer optional. From AI literacy to learning analytics and instructional design, staying ahead requires continuous learning. If we expect others to upskill, we need to lead by example.

5️⃣ L&D as a Strategic Asset – The Growing Commercial Expectation

The most exciting trend? L&D is being recognised as a business driver, not just a support function.

📈 More organisations now expect L&D to be aligned with business goals—focusing on skills that directly impact performance and profitability.

💡 What this means for L&D:L&D teams must shift from tick-box training to strategic learning solutions that solve real business challenges. If learning isn’t improving efficiency, reducing costs, or driving innovation, it’s not doing its job.

What’s Next?

To stay ahead, L&D leaders must:

🚀 Embrace AI to enhance efficiency and engagement.

💰 Prove learning ROI with solid data and impact measurement.

🏢 Support hybrid workforces with flexible, accessible learning solutions.

📚 Invest in their own professional development to stay ahead of industry changes.

📈 Align learning with commercial goals to prove its value to the business.

The future belongs to L&D teams that can demonstrate the business impact of learning—those who position L&D as an essential part of an organisation’s success.

A massive thank you to Blue Eskimo for this brilliant report! If you haven’t read it yet, we highly recommend diving into the full findings.

💬 What do you think? Are these trends reflected in your organisation? Let’s discuss!