The Impact of e-Learning Growth on Workplace Learning

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 considerably and we’re expecting around 14% global growth in the next 6 years and approximately 8% growth in the UK¹³. However, the statistics still look very impressive:

• In 2023 the global e-learning market size was valued at GBP 244 billion, or USD 306 billion, and this is expected to grow to globally to GBP 340.5 billion, or USD 414 billion, and in the UK GBP 11.64 billion, by 2029¹.
• A substantial consumer of e-learning is the global corporate market, which alone is forecasted to be worth GBP 41 billion, or USD 50 billion, by 2026². In 1995 only 4% of corporations used e-learning and now it’s over 90%.
• In 2023/24, approximately 90% of Fortune 500 companies have adopted e-learning for training¹⁴
• In 2023, CIPD reported that 75% of organisations are using learning technologies⁸
• Over 80% of US employers have used online learning to train staff³.
• The global mobile learning market size was valued at over GBP 47 billion or USD 58.7 billion in 2023 and is expected to grow by 16% (CAGR) between 2024 and 2032¹⁵.

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

1. 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.
2. 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.
3. 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!¹⁰
4. 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.
5. 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.
6. 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.
7. 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.
8. Gamification and Engagement: e-learning can incorporate gamification elements, quizzes, interactive modules, and other engaging techniques that make learning more enjoyable and effective.
9. Continuous Learning: e-learning encourages a culture of continuous learning within organizations, as employees can access training resources as needed to keep up with evolving industry trends and technologies.
10. 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.
11. 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.
12. 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.
13. 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.
14. Analytics and Data: E-learning platforms provide data and analytics, which can help organizations assess the effectiveness of training, identify areas for improvement, and make data-driven decisions to enhance learning programs.
15. 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.

CIPHR, the Human Resources Software company, says ‘e-learning is one of the most effective tools for creating a skilled, diverse and inclusive workforce’^5.

The CIPD 2023 Learning at Work Survey reported that there was a continued decline in face to face learning and continued investment in digital learning, although slower than in previous years⁹.  25% of organisations were delivering training entirely online or digitally, with a further 50% using some form of online or digital learning. Webinars were the most popular technology solution for delivering learning with 41% currently using the software. This only just exceeded 40% of organisations that were using online training developed in-house and 26% using off-the shelf online courses. The 2024 Good Work Index report found that in the last 12 months 74% of employees received some sort of training, with 42% doing this training online¹², so gradually more and more organisations are turning to e-learning.

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 CIPD 2023 Learning at Work Survey reported that these solutions were being used by 11% of organisations, with 12% intending to implement them 2024. Now in 2024 artificial intelligence is making a significant impact on all aspects of the workplace, with one workforce study of more than 30,000 employees, across 23 countries, finding that there is a 70% adoption rate of AI in the workplace⁶, which is astonishing. In learning and development the top three uses of AI being content creation, learning design, and researching topics⁷.

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?

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 it’s benefits are wide ranging.

Thankfully things have changed, and the majority of online learning is interactive and engaging, with rich video and, or audio content that checks understanding and provides a breadth of accessibility configuration. We see branching scenarios, simulations and adaptive learning paths. But I’m sure there is still some online learning out there that doesn’t deserve to see the light of day.

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%¹¹, 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

How to Effectively Evaluate e-Learning

Choosing the Right Technology Solution for HR and Learning and Development in SMEs

Author: Carolyn Lewis, updated January 2025

¹ https://www.gminsights.com/industry-analysis/elearning-market-size
^{2 https://helpdesk.helplama.com/elearning-statistics/#:~:text=90%25%20of%20corporations%20now%20use,9.1%25%2C%20reaching%20%24336.98%20billion.}
3.<sup>https://lawpilots.com/en/blog/elearning/e-learning-at-work/#:~:text=eLearning%20statistics%20and%20data%202021,beyond%20universities%20such%20as%20Harvard.  
4. https://www.ciphr.com/advice/advantages-elearning-at-work/
5. https://www.thebusinessresearchcompany.com/report/mobile-learning-global-market-report#:~:text=The%20global%20mobile%20learning%20market%20size%20will%20grow%20from%20%2453.94,least%20in%20the%20short%20term</sup>
6. https://www.weforum.org/agenda/2024/01/ai-training-workforce/
7. https://iventiv.com/insights/ai-in-ld-where-does-your-organisation-stand
^{8. https://www.cipd.org/uk/knowledge/evidence-reviews/effective-virtual-classrooms/#:~:text=Although%20some%20people%20may%20prefer,are%20well%20designed%20and%20delivered. 9.https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2023-pdfs/2023-learning-at-work-survey-report-8378.pdf}
10. https://www.elucidat.com/blog/online-learning-vs-face-to-face-learning/#:~:text=Brandon%20Hall%20found%20that%20online,employee%20time%20than%20classroom%20training!
11.https://www.shiftelearning.com/blog/bid/301248/15-facts-and-stats-that-reveal-the-power-of-elearning
12. chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2024-pdfs/8625-good-work-index-2024-survey-report-web.pdf
13. https://www.statista.com/outlook/emo/online-education/united-kingdom
14. https://elearningstats.education/#:~:text=Over%209%20in%2010%20Fortune,have%20adopted%20online%20learning%20worldwide.
15. https://www.gminsights.com/industry-analysis/mobile-learning-market