There has never been so much training available, but not all of it is useful or strategic for our career or organisation. While it's true that knowledge doesn't take up space, it's also true that time and the ability to absorb and apply knowledge are limited. Learning requires focus, practice and intention. In a world of rapid change, it is essential to learn continuously, but also to assess and prioritise learning needs. In this sense, training must be integrated into a strategy that directs learning efforts to where they really make a difference. In organisations, this difference translates into increased knowledge and skills that lead to better individual and collective performance, make it easier to adapt to changes (e.g. new technologies) or prepare employees for different jobs or future promotions. A strategic vision of training, i.e. linked to concrete and relevant objectives, makes it possible to guide choices towards useful training that is reflected in competences (technical and behavioural) that contribute to organisational competitiveness and sustainability.

From a strictly legal perspective, the truth is that continuous training is not only a necessity, but also a requirement, even more so when transposed to the new digital age.

In effect, continuous training is, on the one hand, an obligation on the part of the employer, who must provide at least 40 hours a year to each of his employees, and, on the other hand, a right on the part of the employees to receive this training, as well as a duty to take part in it. Traditionally, the content of continuous training is determined by agreement between the parties or, failing that, by the employer, in which case it must coincide with or be related to the activity carried out by the worker.
It is also important to note that the area of training, if chosen by the employee, must naturally correspond to the activity performed or concern information and communication technologies, health and safety at work or a foreign language. In this sense, as we have seen, our legislator encourages continuous training to focus on certain crucial topics, including information and communication technologies. Considering the (very) rapid evolution of technological development in recent years, the latter cannot fail to play a priority role when it comes to employers drawing up training plans. But also from an individual point of view, strategic investment in training brings benefits, including increased job opportunities and career progression.

Employers can (and should) take advantage of this digital revolution to train their workers, thus fulfilling their duty to provide continuous training, as well as benefiting from this moment to guarantee a specialised workforce capable of dealing with major technological challenges.

It is also important to emphasise that this issue has been the subject of a great deal of attention and concern, to the extent that a number of measures have been created to support it. To this end, the IEFP currently offers a set of measures under the “Employment + Digital 2025« programme, which is aimed precisely at vocational training in the digital area. Through some of these measures, such as »Formação Emprego + Digital” or the “Cheque -Formação + Digital”, company employees can benefit from specialised and, in some cases, funded training, provided that they meet the IEFP's admission and selection criteria.

It's undeniable that disruptive technologies such as artificial intelligence, data analysis and big data and automated systems have increasingly become desired - and sometimes required - skills in the labour market. Nowadays, companies value the ability to adapt, mastery of certain digital tools and, above all, a permanent willingness to learn autonomously and collaboratively. Thus, acquiring skills in the so-called “digital world” seems essential to boosting the productivity and competitiveness of workers and companies, since adapting to the new digital paradigm is no longer optional, but essential.
 
Marisa Pardal, Head of Training, SHL Portugal
Marina Costa Cabral, Senior Associate Lawyer, VdA

Published in Human Magazine on 15/10/2025