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Learning at Work Week takes place annually in May and is led nationally by the Campaign for Learning. The 2026 event runs from 18–24 May and carries the theme “Many Ways to Learn”.
For HR managers, the week offers a practical framework to promote continuous development without needing a huge training budget or months of planning.
What is Learning at Work Week?
Learning at Work Week is a nationwide initiative designed to encourage workplace learning and lifelong development.
Organisations across the UK use the week to run workshops, mentoring sessions, lunch-and-learns, wellbeing events and skills development activities.
The Campaign for Learning describes the event as a way to “build learning cultures at work and inspire learning”.
Importantly for HR teams, the week is designed to work for organisations of every size. SMEs, charities, public sector employers and large corporates all take part.
Why Learning at Work Week matters
The pressure on UK employers to upskill staff continues to grow. AI adoption, changing employee expectations and ongoing skills shortages are forcing organisations to rethink how learning happens at work.
Recent industry discussions around workplace learning increasingly focus on:
- micro-learning
- scenario-based training
- blended learning
- AI-supported development
- hands-on practical learning
- on-demand resources
Many employers are also moving away from long, passive training sessions towards shorter and more engaging formats.
This aligns closely with the 2026 Learning at Work Week theme, “Many Ways to Learn”, which encourages employers to recognise that employees learn differently.
For HR managers, this presents a chance to modernise learning strategies while increasing employee participation.
The business benefits of Learning at Work Week
A well-run Learning at Work Week can deliver benefits far beyond a single week of activity.
Improved employee engagement
Employees who feel supported in their development are generally more engaged and motivated. Learning opportunities also help staff feel valued rather than stagnant in their roles.
Better retention
Career development remains one of the biggest drivers of employee retention. Offering meaningful learning opportunities can reduce turnover and improve internal progression.
Closing skills gaps
Many organisations are struggling with digital skills shortages and leadership capability gaps. A focused learning week can help identify development needs and encourage employees to explore new skills.
Stronger wellbeing culture
There is a growing link between learning, confidence and wellbeing. In recent years, many employers have combined Learning at Work Week activities with wellbeing initiatives and mental health support.
How HR teams can plan a successful Learning at Work Week
The official Learning at Work Week Ultimate Guide encourages organisations to focus on creativity, inclusivity and participation when planning activities.
Here are some practical ways HR teams can build an engaging programme.
Start with a clear objective
Avoid running disconnected activities with no wider purpose.
Instead, decide what success looks like. For example:
- improving engagement scores
- increasing use of internal learning platforms
- promoting wellbeing
- developing managers
- supporting future leaders
- encouraging collaboration across departments
A clear objective helps shape the week and makes it easier to measure impact afterwards.
Offer different learning formats
The strongest Learning at Work Week programmes include a mix of learning styles.
This could include:
- live workshops
- webinars
- mentoring sessions
- peer-to-peer learning
- leadership panels
- lunch-and-learns
- job shadowing
- wellbeing sessions
- financial wellbeing workshops
- digital learning/eLearning
The “Many Ways to Learn” theme works particularly well when employees can choose how they participate.
Learning at Work Week ideas for HR managers
Financial wellbeing workshops
Financial stress continues to affect employee wellbeing, productivity and absence levels. Financial wellbeing sessions are increasingly popular during Learning at Work Week because they provide practical support employees can immediately apply.
Topics could include:
- budgeting during the cost-of-living crisis
- pensions and retirement planning
- mortgages and debt management
- saving strategies
- financial planning for families
Financial education is often underrepresented in workplace learning strategies, despite having a direct impact on stress and performance.
AI and digital skills sessions
Many organisations are introducing AI tools without giving employees the confidence to use them effectively.
Learning at Work Week is a good opportunity to run practical sessions covering:
- AI basics for employees
- responsible AI use
- prompt writing
- productivity tools
- digital efficiency
- cybersecurity awareness
Several organisations participating in Learning at Work Week 2026 are already focusing heavily on AI learning themes.
Leadership development workshops
Future leadership pipelines remain a major challenge for UK employers.
HR teams can use the week to support aspiring managers through:
- communication workshops
- coaching sessions
- conflict management training
- presentation skills
- emotional intelligence development
Employee-led learning
One of the most cost-effective approaches is allowing employees to teach each other.
Internal knowledge-sharing sessions can increase engagement while highlighting hidden talent across the business.
Examples include:
- “day in the life” sessions
- team skill swaps
- internal TED-style talks
- cross-functional learning sessions
How to increase employee participation
One of the biggest challenges for HR teams is getting employees to engage with learning initiatives.
The organisations that achieve strong participation usually:
- gain leadership buy-in early
- communicate the benefits clearly
- make activities short and accessible
- allow time during working hours
- create visible internal promotion campaigns
- include a mix of online and in-person activities
Importantly, learning should not feel like extra work.
Employees are far more likely to participate when sessions are practical, interactive and genuinely useful.
Measuring the success of Learning at Work Week
HR managers should avoid treating Learning at Work Week as a standalone event with no follow-up.
Instead, measure outcomes such as:
- attendance rates
- employee feedback
- engagement survey results
- internal learning platform usage
- manager feedback
- future training requests
The week can also help shape wider L&D strategy for the rest of the year.
