The world of work is changing. Digitalisation, automation and globalisation are having a profound impact on the type and quality of jobs that are available and the skills required to perform them. The extent to which individuals, firms and economies can reap the benefits of these changes will depend critically on the ability of individuals to maintain and acquire relevant skills and adapt to a changing labour market over their working careers.

In a changing world of work, job profiles constantly develop and the demand for skills and qualifications with them. Particularly, jobs that mainly involve simple and repetitive tasks are threatened by technology, which fosters demand for high-level cognitive skills and complex social interaction skills. Reskilling and upskilling initiatives, through continuing education and training (CET), could foster transitions to emerging sectors and occupations, but participation by low-qualified workers is low.

The COVID‑19 pandemic and pre‑existing structural trends put pressure on the low-qualified workforce, particularly those in jobs at high risk of automation, to reskill and upskill. Career guidance programmes can support this group in navigating CET offers, career options and sustainable job transitions. Advice can also target companies to support them in developing their skill development strategies and thus their employees’ skills and opportunities. This chapter discusses i) the labour market opportunities and prospects of low-qualified workers in Germany; ii) current patterns of their participation in CET and career guidance; and iii) the available career guidance offers and networking initiatives at the federal level.

Berlin’s large service sector offers diverse employment opportunities and employs a workforce that is comparatively polarised by education. This creates particular challenges for the adult learning system and its support structures. Career guidance in Berlin is organised as a state‑wide publicly funded network of private providers and is complemented by specialised offers, including advice for companies, to address these divergent needs. The chapter i) examines the labour market situation of low-qualified workers in Berlin; ii) gives an overview of the career guidance offers available to them; and iii) presents the characteristics of adults using career guidance as well as the main reasons for using these services.

NRW’s share of low-qualified adults is comparatively high and while most of them are in employment, many are struggling with low job quality. The state‑wide publicly funded career guidance network of private providers is open to workers and unemployed adults. Additional specialised services target vulnerable population groups such as those affected by the substantive structural changes in NRW or individuals with a migration background. The chapter i) examines the labour market situation of low-qualified workers in NRW; ii) gives an overview of the career guidance offers available to them; and iii) presents the characteristics of adults using career guidance as well as the main reasons for using these services.

This chapter discusses the challenges that have been identified throughout the report. They focus particularly on ensuring equal and easy access to career guidance for low-qualified workers and their employers; on providing high quality career guidance nationwide; and on strengthening networking among the different stakeholders. This discussion leads to recommendations that propose ways forward and aspects to consider when introducing reforms to the current career guidance system at national level and in the different federal states.