Abstract

The COVID-19 pandemic led to far-reaching and immediate changes in work requirements and work organization. In this context, training enables workers to adapt skills to changing work requirements. However, the pandemic makes it more difficult to conduct and participate in training, as the most common form of face to face training was no longer possible, especially at the beginning of the pandemic. The aim of this paper is therefore to understand the conditions in firms that enabled the implementation of training during the crisis and then to shed light on the implications this has for prevalent dimensions of inequality in training participation. Particular attention is paid to the use of e-learning for the implementation of training measures.