By 2030, 70% of Workers Will Need Retraining: Is the Future of Labour in Portugal at Stake?
The labour market is changing rapidly. Digitalisation, automation and the energy transition are not just passing trends - they are forces that will redefine the way we work, the profiles sought and the skills valued. For SMEs, this reality imposes an immediate challenge: retrain your teams or risk being left behind.
By 2030, 70% of Workers Will Need Retraining: Is the Future of Labour in Portugal at Stake?
The labour market is changing rapidly. Digitalisation, automation and the energy transition are not just passing trends - they are forces that will redefine the way we work, the profiles sought and the skills valued. For SMEs, this reality imposes an immediate challenge: retrain your teams or risk being left behind.
1. A scenario of accelerated change
European Union studies indicate that by 2030, around 70% of the workforce will need significant retraining. The most sought-after skills will revolve around:
- Digital and technological literacy
- Analytical thinking and problem-solving
- Sustainability and energy efficiency
- Emotional intelligence and leadership
2. The impact on SMEs
SMEs, traditionally less structured than large companies, will feel this impact more intensely. Many operational functions will cease to exist or will be profoundly altered, requiring continuous investment in training and adaptation of functions.
Companies that anticipate this transformation will be in a better position to:
- Retain qualified talent
- Increase productivity
- Gain a competitive edge
3. Investing in continuous training: A strategic imperative
Retraining employees is not just a social obligation - it's a strategic investment. In-house training programmes, partnerships with skills centres, technical courses and actions co-financed by EU funds should be part of any forward-thinking company's plan.
What's more, many training courses can be subsidised, reducing the direct cost for companies. It's essential to be on the lookout for opportunities:
- Vocational training funding (via IEFP, PRR, etc.)
- Digital retraining programmes
- Incentives for hiring retrained trainees
4. Human Resources Planning and Consultancy
The transformation of work requires strategic human resources planning, something that is often neglected in SMEs. Specialised consultancy can help map skills, identify gaps and define effective training plans.
Companies that prepare now will be better placed to:
- Adapt to new market requirements
- Innovate with more capable teams
- Attract and retain emerging talent
Andreia Arenga
09.09.2025
All rights reserved. This article is protected by copyright and may not be reproduced, distributed, transmitted or used, in whole or in part, without the prior written permission of Equações Exaustivas Lda. All trademarks, company names, logos and products mentioned are the property of their respective owners.
1. A scenario of accelerated change
European Union studies indicate that by 2030, around 70% of the workforce will need significant retraining. The most sought-after skills will revolve around:
- Digital and technological literacy
- Analytical thinking and problem-solving
- Sustainability and energy efficiency
- Emotional intelligence and leadership
2. The impact on SMEs
SMEs, traditionally less structured than large companies, will feel this impact more intensely. Many operational functions will cease to exist or will be profoundly altered, requiring continuous investment in training and adaptation of functions.
Companies that anticipate this transformation will be in a better position to:
- Retain qualified talent
- Increase productivity
- Gain a competitive edge
3. Investing in continuous training: A strategic imperative
Retraining employees is not just a social obligation - it's a strategic investment. In-house training programmes, partnerships with skills centres, technical courses and actions co-financed by EU funds should be part of any forward-thinking company's plan.
What's more, many training courses can be subsidised, reducing the direct cost for companies. It's essential to be on the lookout for opportunities:
- Vocational training funding (via IEFP, PRR, etc.)
- Digital retraining programmes
- Incentives for hiring retrained trainees
4. Human Resources Planning and Consultancy
The transformation of work requires strategic human resources planning, something that is often neglected in SMEs. Specialised consultancy can help map skills, identify gaps and define effective training plans.
Companies that prepare now will be better placed to:
- Adapt to new market requirements
- Innovate with more capable teams
- Attract and retain emerging talent
Andreia Arenga
09.09.2025
All rights reserved. This article is protected by copyright and may not be reproduced, distributed, transmitted or used, in whole or in part, without the prior written permission of Equações Exaustivas Lda. All trademarks, company names, logos and products mentioned are the property of their respective owners.
