The Future of Jobs (WEF) — Analysis and Takeaways (2025–2030)

Executive summary

The World Economic Forum’s Future of Jobs Report 2025 maps how five major

macro trends — technological change, the green transition, geoeconomic fragmentation,

economic uncertainty and demographic shifts — are expected to reshape jobs and skills

through 2030. Drawing on a survey of 1,000+ employers representing ~14 million workers,

The report projects a net global job gain (78 million jobs) driven by growth in frontline,

care and technology roles, alongside the displacement of many clerical and routine

occupations. Crucially, employers anticipate substantial skill shifts (»39% of skills

transformed), strong demand for AI and digital skills, and a central role for reskilling and

workforce strategies in shaping outcomes.

Key drivers and what they mean

1.  Broadening digital access and generative AI: Digital access is the single most-cited

transformational trend; AI and information processing technologies are expected to

transform 86% of businesses. Generative AI speeds knowledge work, augments

productivity and lowers technical barriers — but it also risks displacing some knowledge

and creative tasks if firms prioritise substitution rather than augmentation. (Source: WEF

Future of Jobs Report 2025).

2.  Cost of living & economic uncertainty: Rising living costs are the second-most

transformative trend. Economic pressures temper growth in some sectors while increasing

demand for resilience, creative problem-solving solving and flexible workers. Slower growth is

expected to displace some jobs, creating mixed effects on net job creation.

3.  Green transition: Decarbonization and climate adaptation drive demand for energy and

environmental roles (renewable engineers, EV/autonomous vehicle specialists). Climate

trends also surface ‘environmental stewardship’ as an emerging top skill.

4.  Geoeconomic fragmentation: Trade restrictions, subsidies and rising geopolitical tensions are reshaping supply chains and creating demand for security, logistics and strategic

5.  Advisory roles. Fragmentation influences reshoring decisions and raises regional divergence in job outcomes.

6.  Demographics: Diverging demographics — ageing in high-income economies vs

Growing youth cohorts in many lower-income economies — increase demand for healthcare

professions in older populations and education/entry-level jobs in younger ones. The ability

of countries to capture demographic dividends depends on inclusive job creation and skills

provision.

Jobs outlook

Growth: In absolute numbers, frontline jobs (farmworkers, delivery drivers, construction,

sales, food processing) and care/education roles (nurses, social workers, teachers) are

expected to grow the most. In percentage terms, technology and green roles (Big Data,

AI/ML, FinTech, software developers, renewable energy engineers, EV specialists) show

the fastest growth.

Decline: Clerical and routine roles (cashiers, data-entry, postal clerks, administrative

assistants) appear most exposed to displacement, driven by digital access, AI and

automation. The report estimates ~170 million new jobs created and ~92 million displaced

by 2030, for a net »78 million additional jobs (»7% of current formal jobs).

Skills outlook — what to learn

Top technical skills: AI & big data, networks & cybersecurity, technological literacy and

programming. These are the fastest-growing skill areas employers expect to need.

Top core skills: Analytical thinking, resilience/flexibility/agility, leadership & social

influence, creative thinking, and curiosity/lifelong learning. Employers stress a mix of

technical and human-centred skills; environmental stewardship enters the top-ten skills list

for the first time.

Scale of reskilling: If the workforce were 100 people, 59 would need training by 2030: 29

upskilled in place, 19 redeployed after upskilling, and 11 unlikely to receive needed

retraining. Skills gaps are the top barrier to transformation for most employers.

Human–machine frontier: automation vs augmentation

Today, roughly half of tasks are performed mainly by humans; by 2030 respondents expect

a near-even split between human-only, machine-only and combined human–machine tasks.

Automation accounts for most of the shift away from human-only tasks, but augmentation

(human–machine collaboration) is substantial in sectors like healthcare and public services.

Policy and design choices will determine whether AI substitutes or amplifies human work.

Workforce strategies employers plan

Employers plan to prioritise upskilling/reskilling (»85%), hire for new skills (»70%),

accelerate automation (»73% in some industries), and improve talent availability through

wellbeing, progression pathways and DEI initiatives. Public policy measures valued by

employers include funding for training and supportive regulation.

Regional and industry nuances

Outcomes vary by region and industry: AI adoption and robotics are concentrated in

advanced economies and certain manufacturing hubs; low-income economies risk lagging

in GenAI adoption and face larger jobs gaps. Resource- and trade-exposed industries

(automotive, mining, advanced manufacturing) feel geoeconomic and green-transition

pressures more acutely.

Policy and business implications — recommended actions

1. Scale reskilling public–private partnerships and targeted micro-credentials so workers

can transition into growing roles.

2. Prioritise 'augmentation-first' technology policies:

incentivize tools that increase worker productivity and limit substitution for routine human

tasks.

3. Strengthen social safety nets, portable benefits and active labour market programmes to support transitions for displaced workers. 4. Invest in green skilling,

cybersecurity and digital infrastructure to reduce regional lags. 5. Embed equity in hiring

and training to widen talent pools and ensure inclusive outcomes.

Limitations & uncertainties

Projections are conditional on employer expectations and current trends to 2030.

Unforeseen shocks, policy shifts, or faster/slower technology diffusion could change

outcomes. Differences in survey coverage and national contexts mean local interpretation is

essential.

Conclusion

The WEF 2025 report paints a cautiously optimistic picture: significant net job gains by

2030, but major reallocation of work and a pressing need for reskilling. The balance

between automation and augmentation, public policy choices, and investments in human

capital will largely determine whether the transition is inclusive and productive.

Source: World Economic Forum, Future of Jobs Report 2025.

This article is authored by Olayinka Daniel, Law Student from Nigeria and Trainee of Lets Learn Law Legal Research Training Programme. The views and opinions expressed in this piece are solely those of the author.