Changes in qualifications, assessment, funding and workplace expectations are reshaping how organisations approach learning and development. For employers, HR and L&D teams and training providers, the challenge is no longer just delivering training. It is making sure learning leads to recognised competence, meaningful workplace experience and measurable outcomes.
01Qualifications
Legacy Qualifications Have More Time, But the Transition Cannot Wait
Many pre-2009 legacy qualifications were scheduled for retirement on 30 June 2026. Enrolment for affected qualifications has since been extended.
Last date to enrol30 June 2027
Last date to complete30 June 2030
The extension offers breathing room, but it is not a return to business as usual. Employers and providers should confirm which qualifications are affected, review learner progress and plan the move to occupational qualifications now.
The Training TrendSkills planning is shifting towards actively managing the move from legacy programmes to occupational qualifications.
02Funding
Skills Funding Is Under Review
In the 2026 Budget Speech, Finance Minister Enoch Godongwana raised concerns about the outcomes achieved through the Skills Development Levy, the SETA system and the National Skills Fund. Government has also indicated that it will explore a dual-training approach that combines theory with structured workplace learning.
As funding priorities and requirements evolve, organisations should ask a simple question of every programme: does this training close a genuine skills gap, support business needs and build practical capability on the job?
The Training TrendGreater attention is being placed on training value and outcomes, with work-integrated learning part of the conversation.
03Assessment
Final Assessments Are Moving Beyond the Training Provider
Under the QCTO system, learners on relevant occupational qualifications complete an External Integrated Summative Assessment (EISA). It takes place through an accredited assessment centre, and competence is evaluated independently of the training provider.
That means learners need to be ready to show what they know, and employers should build assessment, results and certification timelines into their planning wherever a credential is required for a role.
The Training TrendSuccess is not just about completing a programme. Learners must be ready to prove their competence.
04Workplace Learning
Employers Are Becoming Part of the Quality Process
Workplace experience is a key part of occupational learning. Under the QCTO model, workplaces involved in relevant workplace learning components need to meet applicable approval requirements. That takes planning, especially across multiple sites.
Employers should check that the right supervision, structured learning opportunities and records are in place, so that time on the job genuinely helps learners build the competencies they need.
The Training TrendWorkplace learning is becoming a more structured part of the learner journey, strengthening the link between employers and providers.
05Workforce Skills
AI Is Changing the Skills Existing Employees Need
AI is not only creating new specialist roles. It is changing the skills needed in jobs that already exist. Early results from the Xpatweb 2026 Critical Skills Survey show the scale of the shift:
Employers who say AI is changing skills in existing roles47%
AI specialists among hard-to-fill skills (a first for the survey)22%
Employers who say AI is reducing the need for some roles14%
Employees in administration, finance, HR, sales and other business functions may need role-specific digital skills, the confidence to use AI tools responsibly and a clear sense of where human judgement remains essential.
The Training TrendAI upskilling is moving beyond specialist IT teams. Role-specific digital skills now matter across the whole workforce.
06Youth Employment
Work Readiness Is a Youth Employment Priority
47.4%of young people aged 15 to 34 were unemployed in Q2 2026, against an overall rate of 33.6% (Stats SA Quarterly Labour Force Survey).
These figures underline how hard it is for many young people to secure their first job. Learnerships, internships and occupational programmes that combine structured learning with workplace exposure help learners build practical experience, workplace confidence and an understanding of professional expectations.
The Training TrendThe focus is shifting from training for a certificate alone to preparing learners for work, with practical experience and employment pathways planned from the start.
What Do These Trends Mean for Your Organisation?
Across all six trends, one message stands out: training needs to be relevant, practical and connected to real outcomes. Start with three steps.
1Review your training plans
Check qualification status, transition requirements and the skills your workforce needs next.
2Strengthen workplace learning
Work with providers to make sure learners gain structured, relevant experience and are prepared to demonstrate competence.
3Measure what matters
Look beyond enrolments and completion rates to skills application, workplace readiness and business impact.
The future of skills development is not just about what people learn. It is about what they can do with it.