The labour market is changing at breakneck speed. Jobs that seemed stable just ten years ago are now under pressure from automation, digitalisation and shifting economic needs. More and more people in the Netherlands are consciously choosing to reskilling to stay relevant, take a new direction or find more job satisfaction. Whether you’re making the switch of your own accord or are forced to change by circumstances, the good news is: there are plenty of opportunities.
In this article, we answer the most frequently asked questions about retraining in the Netherlands. From the most popular fields of study to how to get started if you haven’t yet decided what you want to do. This will give you a clear idea of what retraining could mean for you.
What is retraining, and when is it a good idea?
Reskilling is the process of undertaking education or training to enter a new profession or field that is substantially different from your current job. It goes beyond further training: rather than deepening your existing knowledge, you build a new professional foundation. Retraining is worthwhile if your current role is being phased out, you’ve reached a career dead end, or you’re consciously looking to change direction.
In practical terms, retraining is most valuable in three situations. Firstly, when demand for your current profession is declining on a structural basis due to technology or market changes. Secondly, when you realise that your job no longer fulfils you and you are looking for more meaningful work. Thirdly, when a reorganisation or redundancy forces you to rethink your career path. In all these cases, reskilling offers a clear path to a sustainable future in the labour market.
Which retraining courses are in highest demand in the Netherlands?
The most sought-after retraining programmes in the Netherlands are in sectors facing structural staff shortages and a growing societal need. These are currently: healthcare, engineering, ICT, education, and construction and infrastructure. Employers in these sectors are actively seeking people with the right motivation, even if they come from outside the sector.
An overview of the most promising fields of study:
- Health and social care: From nurses to care workers and mental health care staff. The ageing population is keeping demand for care staff consistently high.
- ICT and digitalisation: Software development, cyber security, data analysis and cloud computing are fields in which demand far outstrips supply.
- Technology and installation: Electrical engineers, solar panel and heat pump fitters, and mechanical engineers are in short supply and well paid.
- Education: The shortage of teachers in primary and secondary education remains significant, particularly in the sciences and in large cities.
- Construction and infrastructure: Due to the housing construction programme and the energy transition, there is high demand for both operational and managerial staff in the construction sector.
Choosing one of these paths significantly increases your chances of a successful transition, but it is always wise to base your choice on your own talents and motivations.
Which retraining course is best suited to me?
The retraining programme that suits you best is a combination of three factors: what you’re naturally good at, what energises you, and what the labour market needs. Choosing a course purely on the basis of job prospects, without taking your own talents into account, rarely leads to long-term satisfaction.
Start by reflecting on yourself. Ask yourself the following questions:
- In what situations do I feel most in my element?
- Which tasks in my current or previous job gave me energy?
- What do the people around me say I’m doing well?
- Do I prefer working with people, with data or with my hands?
Scientifically-backed tools, such as talent assessments based on cognitive behavioural profiles, can help with this. They identify how you naturally think and work, and which environments suit you best. Insights like these prevent you from making a choice that seems logical on paper but doesn’t suit you in practice.
How long does a retraining programme take on average?
The average duration of a retraining programme in the Netherlands ranges from three months to two years, depending on the complexity of the new field and the type of training you choose. Shorter programmes are often practice-oriented and sector-specific, whilst broader retraining programmes leading to a new profession take more time.
A few guidelines:
- Short retraining programmes (3 to 6 months): Suitable for related fields of study or practical skills, such as an IT bootcamp or a healthcare course at MBO level.
- Medium-term programmes (6 to 12 months): Often combined with work, such as a work-based learning programme or a part-time course.
- Longer retraining programmes (1 to 2 years): Required when you are entering a completely new field of study, such as a teacher training programme or a bachelor’s degree at a university of applied sciences via a fast-track route.
Nowadays, many retraining programmes are designed to be flexible, so you can combine them with a job or family commitments. That makes the move into something new much more practical than many people realise.
Who pays for retraining in the Netherlands?
Retraining in the Netherlands can be funded by the employee themselves, the employer, the UWV, the local authority or through a sectoral fund. Which funding option applies depends on your situation: are you in work, are you unemployed, or are you on an outplacement programme?
An overview of the main funding options:
- STAP budget (successor): The STAP budget has been discontinued, but the government is working on new forms of funding for training and development. Keep an eye on the UWV website for the latest schemes.
- Employer’s contribution: Many employers are willing to fund retraining (in part), particularly when this is in the organisation’s best interests or forms part of a reorganisation.
- UWV: If you are unemployed, the UWV may reimburse the cost of training if this improves your prospects on the labour market. This is done via a training recommendation.
- R&D funds: Many sectors have their own training and development funds which subsidise training for employees.
- Own investment: Sometimes it makes sense to invest in yourself, particularly when the expected career benefits are significant and no other options are available.
It’s always worth checking with your employer and the UWV first before spending your own money. There are more options than most people realise.
How do you go about retraining if you don’t know what you want?
If you don’t know what you want, don’t start by looking for a course, but by getting to know yourself better. The first step in retraining isn’t choosing a course, but understanding who you are, what drives you and which talents you want to put to use. Only then can you make an informed choice.
A practical, step-by-step approach:
- Take a look back: Which moments in your career gave you energy? What were you doing at the time, and why did that work for you?
- Talk to people: Talking to people in sectors that interest you will give you a realistic picture of what the work actually involves.
- Take a talent scan: Scientifically-backed assessments help you gain an understanding of your cognitive style and behavioural preferences, without you needing to have all the answers yourself.
- Explore without committing: Take part in an open day, do some voluntary work or take on a trial project to see if a particular field is right for you.
- Seek guidance: A career coach helps you ask the right questions and bring structure to a process that might otherwise feel overwhelming.
Not knowing what you want isn’t a weakness; it’s a starting point. With the right guidance, that uncertainty is soon transformed into direction and confidence. Find out more about remaining employable in the long term as an employee Can you help with this?.
How Nieuwkans helps with retraining and career guidance
At Nieuwkans, we understand that retraining is about more than just choosing a course. It starts with self-awareness: who are you, what are your talents, and how do you fit into the job market of tomorrow? Our approach is always tailor-made; we never offer a one-size-fits-all programme, because your situation is unique.
Here’s what we can do for you:
- Personal career guidance focused on self-awareness and direction
- Scientifically-backed talent assessments using the BrainsFirst methodology, which identifies your natural talents and cognitive behavioural preferences
- Interactive sessions on sustainable employability, now and in the future
- Support in exploring opportunities in your personal job market
- Support in building confidence in your own abilities
Whether you’re in the middle of a reorganisation, feeling stuck in your current role, or simply know that you’re capable of more: we’ll help you take the next step with confidence. Please contact Nieuwkans and find out what we can do for you.