Reskilling is often seen as something for young people just starting out in their careers. But the reality is different: more and more professionals over the age of 40 are discovering that reskilling can be a smart and rewarding move for them too. The labour market is changing rapidly, and those who proactively adapt to these changes remain valuable and motivated in their work.
In this article, we answer the most frequently asked questions about retraining later in life. Whether you’re unsure about the feasibility, the costs or the direction you want to take, you’ll find clear answers here to help you make an informed choice.
What is reskilling, and who is it for?
Reskilling is the process by which a person acquires new knowledge, skills or even a completely new profession in order to remain active in the labour market. It differs from further training, which involves deepening your existing knowledge. Retraining focuses on a new career path and is intended for anyone who feels that their current role no longer aligns with their own ambitions or the demands of the labour market.
The target group is broad. Retraining is relevant for people who lose their jobs due to reorganisations, for professionals who feel stuck in a role that no longer challenges them, and for employees who find that their field of work is changing significantly as a result of technology or market conditions. Age plays a much smaller role in this than people often think.
Is it still worth retraining if you’re over 40?
Yes, retraining is definitely worthwhile, even for those over 40. Professionals in this age group have something that younger people still need to build up: work experience, self-awareness, professional networks and proven problem-solving skills. This background actually makes retraining more effective, because you can link new knowledge directly to your existing experience.
Furthermore, the labour market is increasingly focused on long-term employability. Employers are looking for people who can adapt to change, regardless of their age. A 45-year-old professional who invests in new skills demonstrates that they are motivated and forward-looking. That sends a strong signal to employers.
The idea that retraining later in life is too late or too expensive is a persistent misconception. The payback period is realistic if you are still active in the labour market for another ten to twenty years. Moreover, it is not just about financial return: job satisfaction, self-confidence and a sense of purpose are just as valuable.
What are the benefits of retraining later in life?
Retraining later in life offers unique advantages that stem precisely from the stage of life you are at. You have a clearer idea of what you want, you know your own strengths, and you are less inclined to make choices based on expectations imposed from outside.
Specific benefits include:
- Greater self-insight: You know which working environments suit you and which tasks give you energy rather than draining it.
- Strong transfer skills: Communication, collaboration, leadership and analytical thinking will take you in a new direction.
- Greater motivation: A conscious decision to retrain, made on your own terms, fosters greater perseverance than a choice you might have made as a young person without giving it much thought.
- Greater credibility: Employers value the combination of new knowledge and years of practical experience.
Retraining is therefore not just a practical step, but also an investment in your self-esteem and job satisfaction for years to come.
How do you choose the right course when retraining?
You choose the right career path when retraining by linking three elements together: who you are, what you can do, and what the labour market demands. A career path based solely on what pays well or what is popular will not be fulfilling in the long run if it does not align with your personal motivations and talents.
Start with yourself
Ask yourself the following questions: Which tasks give you energy? In which situations do you perform at your best? What have you found most valuable in your career so far? This kind of self-reflection forms the basis for making a good choice. Scientifically-backed talent assessments, such as the BrainsFirst methodology we use, can help with this by providing insight into your cognitive behavioural preferences and natural talents.
Take a look at the labour market
Next, analyse which sectors are growing and where demand for professionals is set to rise in the coming years. Think of sustainability, technology, healthcare and data. But new roles may also emerge within your current sector that are suited to an expanded skillset. It’s not just about what’s available, but also about what’s realistic given your background and ambitions.
Test your choice before making the full switch
Talk to people who are already working in the field you’re considering. Take an introductory course or do some voluntary work in your new field. This will help you check whether your expectations match reality before you take a big step.
Who pays for the retraining, and what schemes are available?
Retraining does not have to be paid for entirely out of your own pocket. There are several funding options available for employees and jobseekers who wish to retrain. The exact schemes vary, but the following options are the most common in the Netherlands:
- STAP budget: Although this scheme has now been discontinued, successor schemes are currently being developed. Please keep an eye on the UWV website for the latest information.
- Sectoral funds (R&D funds): Many sectors have their own funds for staff training and development. You can check with your employer or consult your collective agreement to see if you are eligible for these.
- Employer’s contribution: It is in employers’ interests to ensure that staff remain employable. It is often worth having a chat with your line manager or HR about a training budget.
- Second track: If, due to illness or other circumstances, you are no longer able to return to your current role, a ‘second-track’ programme may be put in place, under which retraining costs are covered by your employer or insurer.
- Personal contribution: Sometimes, making an investment yourself is unavoidable, but view this as an investment in your future, with a realistic return over the coming years.
It is a good idea to carefully assess your options before making a decision. A career coach or adviser can help you find the right arrangements to suit your situation.
When is retraining through outplacement the right choice?
Retraining through outplacement is the right choice if your current role is to be made redundant due to a reorganisation or business closure, and a return to a similar role is neither realistic nor desirable. In such cases, an outplacement programme offers you the opportunity to make an informed choice about a new career path, with professional guidance and funding from your employer.
Outplacement goes beyond simply finding a new job. It is a time for reflection: what do I really want, what am I capable of, and what does my ideal working situation look like? Retraining can be a logical next step if it turns out that the new direction requires different or additional skills.
A good outplacement programme combines self-awareness, career guidance and practical support in taking the next step. Where retraining is a suitable option, this is fully integrated into the programme. This means that, by the end, you’ll be in a stronger position in the job market, with new skills and a clear understanding of who you are and what you have to offer. Find out more about sustainable employability for employees can help you understand what such a process looks like.
How Nieuwkans helps with retraining and career changes
We support professionals who find themselves at a crossroads in their careers, whether this is due to a reorganisation or their own desire for change. Our approach is always bespoke, as no two careers are the same. Here’s what we can do for you:
- Gain insight into your talents, motivations and cognitive behavioural preferences through scientifically-backed methods such as the BrainsFirst approach
- Career guidance in which we work together to explore which direction suits you best and how realistic that is in the current job market
- Outplacement programmes in which retraining can be an integral part of your fresh start
- Personal coaching to help you gain confidence in your own choices and abilities
- Support in identifying funding opportunities for training and development
Are you curious to find out what we can do for you? Contact us for a no-obligation chat about your situation and the options that suit you best.