The Impact of e-Learning Growth on Workplace Learning

The Impact of elearning on the Workplace

When we reflect on e-learning growth globally, it really is quite remarkable. Not many industries can boast a 900% growth rate in 23 years. However, as you’d expect, this is now slowing and we’re expecting around 19% global growth in the next 6 years, to 2033, and approximately 18% growth in the UK¹. However, the statistics still look very impressive:

e-Learning Growth Statistics

In 2025, the global e-learning market size was valued at GBP 262 billion, or USD 352 billion, and this is expected to grow globally to GBP 1,108 billion, or USD 1,485 billion, by 2033, according to the E-learning Services Market (2026 – 2033)
A substantial consumer of e-learning is the global corporate market, which has approximately 58% of the global e-learning market, and alone is forecasted to grow by 22.5% by 2033². In 1995, only 4% of corporations used e-learning, and now it’s over 90%.
In corporate learning, 30% of L&D teams are using AI tools
Europe has approximately 25% of the share of global e-learning²
Over 80% of US employers have used online learning to train staff³.
In the UK, 98% of learners report benefits in using digital technologies for learning.⁴
The global mobile learning market size was valued at over GBP 82 billion or USD 110 billion in 2025 and is expected to grow by 32% (CAGR) between 2025 and 2032⁵.
In Europe, of approximately 375 million learners, around 51% are using mobile online learning²

e-learning Growth Factors

There are many factors that contribute to e-learning growth, including online learning in the global workplace, which is down to positive outcomes and the rapid digital transformation of the workplace. These positive factors in the workplace include:

Return on Investment (ROI): The ROI for online learning can be substantial, but it depends on various factors, including the quality of the training being delivered, the specific goals of the training, and the organisation’s ability to measure and realise the benefits. Studies have shown that e-learning can provide a significant ROI, with average returns ranging from 30% to 80%.
It’s essential to note that calculating the ROI (return on investment) for e-learning can be complex, as it involves comparing the costs of developing and implementing e-learning with the benefits realised over time. To calculate ROI, organisations should consider factors such as initial development costs, ongoing maintenance costs, employee time spent on training, improvements in performance, and cost savings.
Increased Productivity: Well-designed e-learning programs can lead to more efficient training, allowing employees to acquire new skills or knowledge in less time, which, in turn, can boost productivity.
Reduction in Training Time: Self-paced e-learning allows employees to learn at their own speed, potentially reducing the time spent away from productive work compared to traditional classroom training. Brandon Hall found that online training requires 40 to 60 % less employee time than classroom training!⁶
Scalability: E-learning can be easily scaled to accommodate a growing workforce without incurring significant additional costs. This scalability is crucial for organisations experiencing growth.
Accessibility and Convenience: e-learning provides employees with the flexibility to access training at their own convenience. This is particularly beneficial for remote and distributed workforces, as they can learn from anywhere and at any time.
Customisation: eLearning platforms allow for the creation of personalised learning paths and content, ensuring that employees receive the training that is most relevant to their roles and skill levels.
Consistency: e-learning ensures a standardised training experience for all employees. With pre-recorded content, everyone receives the same information and training materials, reducing discrepancies in knowledge and skills.
Gamification and Engagement: e-learning can incorporate gamification elements, quizzes, interactive modules, and other engaging techniques that make learning more enjoyable and effective.
Continuous Learning: e-learning encourages a culture of continuous learning within organisations, as employees can access training resources as needed to keep up with evolving industry trends and technologies. Training completed can be revisited many times to reinforce learning.
Improved Knowledge Retention: Interactive and engaging e-learning modules can lead to better knowledge retention compared to traditional lecture-style training, which can translate into improved on-the-job performance.
Reduced Employee Turnover: Investing in employee development through e-learning can enhance job satisfaction and reduce turnover, which can lead to cost savings related to recruitment and onboarding.
Access to Global Talent: E-learning enables organisations to access and develop talent from around the world, potentially leading to a more skilled and diverse workforce.
Compliance and Certification: E-learning is valuable for compliance training and certifications, where keeping employees up to date on regulations and industry standards is critical to avoiding fines and legal issues.
Analytics and Data: E-learning platforms provide data and analytics, which can help organisations assess the effectiveness of training, identify areas for improvement, and make data-driven decisions to enhance learning programs.
Improved Employee Performance: When employees receive relevant and effective e-learning, their skills and knowledge can be directly applied to their job tasks, leading to better job performance and potentially increasing revenue.
Online education requires up to 90% less energy and produces 85% fewer (CO_{2}) emissions per student than traditional courses, making it a highly sustainable educational alternative.¹¹

The growth in e-learning in the workplace has also been helped by well-respected organisations such as CIPD, the professional body for HR and people development, saying ‘A digital learning strategy should be at the core of an overall learning strategy’⁷.

Online learning is the ultimate equalizer, allowing everyone to access education regardless of geographic or financial boundaries. Roxanne Kemp, PhD

CIPHR, the Human Resources Software company, says ‘e-learning is one of the most effective tools for creating a skilled, diverse and inclusive workforce^8.

eLearning Growth Impact

The growth in e-learning has been transforming workplace training by significantly increasing accessibility, boosting information retention by up to (60%), slashing training costs and environmental footprints, and enhancing training scalability. Online learning has also dismantled geographical and financial barriers to learning and has positively helped to reduce skills gaps across the world.

It is without doubt the increase in use of e-learning that has led to the development of the vast array of technology solutions for learning, such as webinar software, social learning platforms and learning management systems (LMS). Did you know that the first LMS was launched in 1990 by SoftArc? This seems a very long time ago, especially when we now consider that in the context of technology solutions for learning, we are talking about virtual reality, chatbots, artificial intelligence (AI) and augmented reality (AR). The UK Government reports that 79% of learning and development organisations are now using artificial intelligence⁹; the top three uses of AI are content creation, learning design, and researching topics. Immersive technologies such as AR and VR are being used by large organisations for hands-on, practical skill building¹⁰.

If you’d like to find out more about artificial intelligence in learning and development, take a look at:
Do we need trainers with an AI Driven LMS?
Technologies that will shape the future of workplace learning
Is AI going to Accelerate L&D Changes for the Better?

The CIPD Good Work Index report found that online courses are upskilling line managers to foster psychological safety and open dialogue, provide robust mental health and well-being support and empower employees through greater job autonomy and support.

The Effectiveness of eLearning

But we can’t ignore the fact that there are also negative factors that prevent some employers from getting started with online learning or growing its use. It is thought by some employers that moving to online learning is just a cost-saving exercise, as there is plenty of evidence to show the cost efficiencies of online learning. However, we know its benefits are wide-ranging.

I was at a business network some years ago when a mature business owner noticed that I was representing the eLearning Marketplace. His opening line to me was, ‘I can’t abide e-learning. Reading pages and pages of text on screen or clicking through a presentation, it’s so boring and I doubt you learn anything’.

Of course, he was absolutely correct if he was talking about e-learning 20 years ago; much of the e-learning was face-to-face training resources that had just been put online, resulting in a very poor learning experience. Thankfully, things have changed, and the majority of online learning will incorporate a number of or all of the following:

Knowledge checks at the beginning, throughout the course and at the end
Interactive activities
Video
Audio
Immersive media
Branching scenarios
Simulations
Adaptive learning paths
Wide-ranging accessibility features

Other feedback from employers questioning the effectiveness of e-learning is that it doesn’t sufficiently check that the knowledge gained can be effectively put into practice. This can be the result of the learner not being fully aware of the objectives for completing their training, so they aren’t able to identify how the training relates to their work. It also helps if online training is delivered in the context of real work scenarios, and once completed, the learner is supported in the workplace to apply their knowledge to practical applications.

The Research Institute of America found that e-learning increases knowledge retention rates from 25% to 60%, while retention rates of face-to-face training are very low in comparison: 8% to 10%¹², so there are considerable benefits in using e-learning in the workplace, as long as it’s strategically planned, well designed and delivered in a supportive environment. For more information on planning and delivering quality online learning, take a look at:

Free Learning and Development guidance and templates, including L&D Strategy and Roles and Competency Mapping

Your Guide to Writing Effective Learning Objectives

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Author: Carolyn Lewis

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