When you learn, you grow: Concretizing person-centricity in workplace learning

In their focal article, Beier et al. (2025) emphasize the importance of workplace learning for maintaining organizational and employee functioning in the future of work.They discuss several societal changes (i.e., changes in work, demographics, global environments, and labor markets) that necessitate moving beyond a predominantly organization-centric perspective in workplace learning to emphasize individuals' interests.Although the arguments for adopting a personcentric perspective are generally compelling, the present commentary questions whether the focal article fully exercises and sufficiently substantiates this perspective.Specifically, this commentary argues that at least three interrelated points require further elaboration.First, to adequately implement a person-centric perspective, aspects beyond classic workplace learning-related variables must be considered, such as health and well-being.Emerging research on sustainable employability suggests that workplace learning demands may negatively affect employee health and well-being, and this needs to be factored in if workplace learning is to be lifelong (Fleuren, 2019).Second, in applying a person-centric perspective, the aspect of individual agency needs to be handled more carefully.The focal article recognizes this issue but does not pay much attention to factors at sectoral and (local) governmental levels.Third, more concrete guidance on the way a truly person-centric perspective can be exercised in research is desirable.The remainder of this commentary outlines these three points and thereby offers suggestions for future research directed at creating sustainable employment opportunities for all.