Top 30 Employers for Professional Qualifications 2027

Institutional - Employer Category

Employers for Professional Qualifications

This report forms part of The Economy Rankings’ Career & Talent Development portfolio. The assessment concerns employee support for externally defined professional qualifications and recognised vendor-standard credentials.

A professional qualification connects learning with a standard defined beyond an individual employer. Preparation can require time, resources, practical experience and repeated study alongside work. Employers contribute when they make that process more manageable through funding, study arrangements, mentoring, relevant resources or an organised route linking professional responsibilities with external assessment.

Employers for Professional Qualifications compares 30 employers supporting recognised professional-body or external vendor-standard credentials. Internal attendance badges without an external qualification standard are excluded. The comparison covers several occupations while preserving the distinction between a regulated professional designation, a technology certification and an employer’s own learning acknowledgement.

The 2027 edition uses published material reviewed in October 2026. Programme terms, operating employee pathways and qualification records support qualitative editorial assessment. Employers need not disclose identical pass rates, proprietary examination results or common numerical outcomes. Historical awards remain at their reporting period, and future intake terms are not described as completed qualifications.

The leading five employers are ordered by the weighted assessment. Alphabetical bands of ten and fifteen follow. Recognition concerns the defined programme and employee population, without guaranteeing admission, funding for every credential, examination success or professional status. National and occupational requirements remain relevant to the employee’s actual route.

Market Overview

Support can take several forms. Direct payment and reimbursement address costs, while study time, tutoring, mentoring and preparation resources address the work of learning. A useful assessment recognises those differences rather than assuming that every supported qualification comes with the same cash allowance or leave entitlement.

Professional standards also differ. An accountancy designation, engineering chartership and platform certification can each provide an external objective, but they assess different knowledge and experience. Their presence supports the employment proposition without making the credentials interchangeable or establishing that one employee’s award represents another profession’s level of expertise.

Implementation can be demonstrated through awards or substantive operating pathways. An actual certification count is useful when its unit is clear, while an employed work-study route and documented professional guidance can also support qualitative judgment. Preparation is still distinguished from completed qualification, and missing pass rates are not invented.

Eligibility needs practical interpretation. Local programmes, particular job families and graduate routes may have specific conditions. A global brand does not create a universal entitlement, and one country’s support terms are not extended automatically elsewhere. Continuing resources matter because many professional careers require learning beyond the first credential.

Industry Trend — 2027

These patterns inform the comparison of employee qualification support for 2027.

2027 market development	Current evidence and direction	Implication for the sector
Support beyond reimbursement	Tutoring, mentoring and preparation resources complement cost support.	Identify what the employer actually provides and to whom.
Externally defined standards	Professional-body and vendor credentials coexist with internal learning.	Keep external qualifications separate from attendance or completion badges.
Work and study together	Employee pathways connect responsibilities with professional preparation.	Distinguish the operating route from guaranteed qualification.
Clearer activity units	Reports separate awards, people, credentials held and study participation.	Preserve definitions rather than adding incompatible totals.
Occupation-specific eligibility	Support varies by role, programme and jurisdiction.	Avoid turning a targeted route into a worldwide entitlement.
Continuing professional development	Employees need opportunities after their first qualification.	Consider maintained learning and further preparation, not only initial entry.

The relevant question is whether a defined employee population receives usable support towards a credible external standard, within the conditions actually documented.

Methodology — Core Eligibility Criteria

Five weighted editorial factors assess qualification support, employee access, implementation and continuing professional development.

Identify an operating employer or defined professional employing group.
Define the employee population, geography and relevant qualification pathway.
Identify an externally recognised professional-body or vendor-standard credential route.
Document support through study arrangements, resources, guidance or stated financial provision.
Establish operating employee preparation or attainment beyond a generic learning promise.
Exclude internal completion badges as stand-alone professional qualification evidence.
Retain dates, eligibility conditions and distinctions between preparation and qualification.
Keep selection and tier judgments independent of recognition purchases.

Methodology — Ranking Factors

Development programme substance — 30%: Support connected with an actual external professional standard, including documented funding, study arrangements, preparation and guidance.
Workforce eligibility and participation — 25%: Defined eligible employees and implemented use of the qualification pathway. Access, participation and awards remain separate.
Demonstrated advancement outcomes — 20%: Actual qualifications or substantive professional preparation and accreditation pathways. A common numerical pass rate is not required.
Equity and continuity of opportunity — 15%: Clear scope, continuing support and routes for further development, with local professional requirements and stated conditions retained.
Verification and disclosure — 10%: Traceable employer, professional programme and implementation records, including candid limits on undisclosed funding, examination terms or outcomes.

The five criteria carry weights of 30%, 25%, 20%, 15% and 10%, respectively. The assessment combines documented employment practices with the evidence required for this particular series. Published employee research is attributed to its original provider and assessed within its stated workforce scope; The Economy Rankings has not conducted a new employee survey. Country-specific employment terms are interpreted against the applicable statutory context. Missing evidence is not treated as average performance. Licensing, sponsorship and likelihood of purchasing recognition do not influence eligibility, assessments or tier placement.

Company Profiles and Further Reference

Names appearing in this ranking are linked to their corresponding employer profiles in The Economy Wiki, where available. These profiles provide further background on employer identities, accurately scoped business history and related editorial reference across The Economy Network.

Each entry identifies the employing organization or assessed group and the workforce population covered by the available evidence. A policy or survey covering one country is not generalized to every global employee. The Economy Wiki profiles are maintained as editorial reference pages and may be updated as new public information becomes available.

Tier I — Leading Employers for Professional Qualifications

1. DXC Technology

Employing entity / assessed group: DXC Technology (assessed employer group)
Assessed workforce: Direct employees in the documented qualification or partner-certification programme; external learners excluded.
Headquarters: Ashburn, Virginia, United States
Business origins / formation: 2017; predecessor CSC originated in 1959

DXC Technology supports employees pursuing industry-recognised credentials through curated certification routes and relevant learning resources. Managers help identify qualifications that connect professional development with the requirements of an employee’s work. Specialist provision, including the Technical Architect Academy, adds depth to a framework covering cloud, cybersecurity and enterprise technology capabilities.

The FY2025 account distinguishes certifications already held from awards earned during the year, including credentials from major technology providers. This establishes actual external attainment as well as programme provision. Awards are not unique employees, and a portfolio of credentials does not mean that everyone has completed an equivalent examination or developed the same expertise.

Recognition reflects the connection between relevant preparation, professional standards and documented qualification activity. Employees can pursue credentials as part of continuing development rather than treating certification as an isolated event. The assessment retains the conditions of individual routes without assuming undisclosed financial allowances, study leave or guaranteed examination success.

2. Tata Consultancy Services

Employing entity / assessed group: Tata Consultancy Services (assessed employer group)
Assessed workforce: Direct employees in the documented qualification or partner-certification programme; external learners excluded.
Headquarters: Mumbai, India
Business origins / formation: 1968 (business); separate corporate company from 2004

Tata Consultancy Services connects technical employee learning with opportunities to attain external certifications. Its development pathways cover several technology disciplines, allowing employees to pursue qualifications relevant to changing responsibilities. The external standard behind these credentials distinguishes them from internal competency records or badges issued simply for completing a company learning module.

FY2026 workforce reporting records more than 186,000 external certifications acquired during the year. The figure represents awards rather than a count of distinct employees, since one person may earn several. Competencies acquired and learning hours are separate measures and are not added to the qualification total as though they were equivalent achievements.

Recognition reflects substantial documented attainment within a maintained development system. The evidence supports employee participation in externally defined qualification routes while preserving the level and purpose of individual credentials. It does not establish a common pass rate or imply that every employee has the same access, study arrangements or professional objective.

3. BDO USA

Employing entity / assessed group: BDO USA (assessed employer group)
Assessed workforce: Regular full- and part-time US client-service employees meeting the published qualification-support terms.
U.S. employer headquarters / base: Chicago, IL, US
Business origins: 1910

BDO USA publishes detailed support for employees working towards the CPA qualification. Its policy identifies direct billing or reimbursement arrangements for preparation materials, with defined eligibility for regular full- and part-time client-service employees. Prior use of support affects eligibility, making the provision more specific than a general promise to encourage professional development.

The benefits material also describes examination-fee support and conditional certification awards. Certain non-CPA credentials, including CISA and Enrolled Agent, have identified support rather than being folded into an unlimited qualification entitlement. Published reimbursement ceilings and conditions are policy terms, not the average amount received by employees or proof that every application is approved.

Recognition reflects an explicit framework connecting professional standards with practical preparation support. Employees can identify the relevant route and its conditions before undertaking study. The assessment concerns the documented US workforce, with qualification support distinguished from guaranteed professional admission, an assured bonus or universal eligibility across every role.

4. KPMG

Employing entity / assessed group: KPMG assessed UK professional employer group; wider network terms not inferred
Assessed workforce: UK graduate employees, including audit ACA or Scottish CA cohorts.
Identified UK programme office: London, United Kingdom
Network formation: 1987 (KPMG network formation)

KPMG’s UK graduate qualification provision connects professional work with dedicated study support. Employees on the documented audit route work towards the ACA or the Scottish CA equivalent, while the wider programme describes study time and access to a tutor. These mechanisms address the practical challenge of combining client responsibilities with preparation for externally defined professional examinations.

Current programme terms describe a three-year work-study route and continued development after qualification. The evidence establishes an operating professional pathway without providing a uniform examination pass rate. The specific qualification depends on the route and location, so one audit programme is not treated as the entitlement of every graduate or employee in the wider network.

Recognition reflects the specificity of the study arrangements and their connection with substantive professional practice. Dedicated support gives the qualification objective a clear employment setting. The assessment remains within the UK programme scope, with network history labelled separately and no assumption that the employer determines the professional body’s final assessment decision.

5. Endava

Employing entity / assessed group: Endava (assessed employer group)
Assessed workforce: Direct employees in the documented qualification or partner-certification programme; external learners excluded.
Corporate headquarters: London, United Kingdom
Business origins: 2000

Endava supports employee preparation for recognised technology qualifications through external learning resources and its wider internal development environment. Access to O’Reilly and other material helps people study relevant subjects, while employee-led capability programmes connect learning with practical disciplines. The framework includes cloud, data and delivery-related credentials rather than relying entirely on internal completion badges.

The FY2024 account identifies 508 employees earning cloud certifications and separately describes other qualification activity. These records substantiate actual external attainment. Internal micro-learning badges, platform visits and completed modules remain distinct measures and are not converted into a larger total of professionally qualified employees.

Recognition reflects a clear relationship between available preparation and documented awards. Employees can continue developing as technology requirements change, while choosing qualifications relevant to their responsibilities. The results retain their reporting period, and the assessment does not invent examination reimbursements, paid study time or repeat-attempt terms that the reviewed material does not disclose.

Tier II — Established Employers for Professional Qualifications

(Alphabetical order)

Accenture

Employing entity / assessed group: Accenture (assessed employer group)
Assessed workforce: Direct employees in the documented qualification or partner-certification programme; external learners excluded.
Headquarters: Dublin, Ireland
Business origins / formation: 1989 (Andersen Consulting); Accenture name adopted in 2001

Accenture supports externally defined technology credentials through role-relevant learning and ecosystem partnerships. Employees can connect professional study with the capabilities needed for their work, using resources that sit within a wider continuing-development system. The qualification proposition is distinct from a general course catalogue because recognised partner credentials provide an identifiable assessment standard.

The FY2025 record reports more than 530,000 credentials held at the reporting date. This is a stock of awards, not the number gained during the year or the count of distinct employees qualified. General training hours also cover several subjects and are not treated as additional professional certifications.

Recognition reflects documented attainment and maintained opportunities for further preparation. The assessment preserves the subject, level and reporting date of the credentials rather than presenting a single uniform qualification outcome. Financial support and study-time arrangements remain limited to what the sources actually disclose, with no universal entitlement or examination-success guarantee inferred.

Arup

Employing entity / assessed group: Arup (assessed employer group)
Assessed workforce: Employees in the identified regional graduate professional-accreditation routes; local conditions retained.
Group headquarters: London, United Kingdom
Group origins: 1946

Arup connects employee professional practice with support for chartership and other recognised accreditation. Its regional graduate programmes and professional-development resources give the qualification objective a practical setting alongside project responsibilities. This helps employees understand professional development as an ongoing process of supervised experience, learning and external assessment rather than a single training event.

The programme guide identifies structured support, while Arup University and professional networks provide further learning opportunities. These records establish an operating pathway without guaranteeing that every participant achieves chartered status. The relevant professional institution determines its requirements, and support must be interpreted within the programme and region described.

Recognition reflects the relationship between professional practice, guidance and a recognised occupational destination. Employees have resources for continued development beyond initial entry. The assessment does not assume that every discipline follows the same timetable or that all study costs and examination attempts receive identical support across the global organisation.

AtkinsRéalis

Employing entity / assessed group: AtkinsRéalis (assessed employer group)
Assessed workforce: UK graduate employees in chartership or equivalent professional-accreditation routes.
Group headquarters: Montreal, Canada
Group origins: 1911 (SNC business origins)

AtkinsRéalis’ UK Graduate Development Programme connects professional practice with learning towards chartership or equivalent accreditation. Its occupational routes give employees a recognised destination beyond initial training, while project responsibilities provide opportunities to develop relevant experience. The qualification depends on the profession, so the same label or assessment process is not applied indiscriminately across disciplines.

Current graduate roles and programme material identify mentoring, development support and practical assignments. Independent recruitment records provide further corroboration of the operating route. These sources establish preparation within employment without guaranteeing chartered status or supplying a common pass rate across engineering, surveying and other professional streams.

Recognition reflects a clear relationship between supported development and an external professional objective. Employees can combine guided learning with substantive work as their responsibilities grow. The assessment remains within the documented UK programme and does not assume that every discipline receives identical funding, examination arrangements or opportunities for a particular future project.

Aviva

Employing entity / assessed group: Aviva (assessed employer group)
Assessed workforce: UK actuarial graduate employees in the professional examination pathway.
Group headquarters: London, United Kingdom
Group origins: 2000 (combined-group formation)

Aviva’s UK actuarial pathway combines permanent employment with an extended period of professional development. Employees build occupational experience while preparing for externally defined actuarial examinations. This gives qualification study a continuing employment context rather than presenting a short course as equivalent to professional status or assuming that general graduate learning follows the same route.

Current programme and recruitment records identify the pathway, while a documented employee account adds implementation detail. Exam-related progression is part of the published proposition. The evidence does not establish that every participant passes each examination or that actuarial terms apply to employees in unrelated functions or countries.

Recognition reflects the specificity of the professional objective and the support surrounding a multi-year learning process. Employees can develop through work and study together. The assessment keeps examination progress, completed qualification and subsequent career advancement distinct, retaining local eligibility and avoiding an unsupported promise that participation guarantees professional admission or promotion.

Capgemini

Employing entity / assessed group: Capgemini (assessed employer group)
Assessed workforce: Direct employees in the documented qualification or partner-certification programme; external learners excluded.
Headquarters: Paris, France
Business origins / formation: 1967

Capgemini connects employee technical development with recognised partner certification routes. Role-based pathways, practical sandboxes and progressively deeper learning support preparation in relevant technology disciplines. This allows employees to move beyond introductory familiarity while pursuing credentials that have an external standard, rather than relying entirely on internally issued learning acknowledgements.

The 2025 workforce account describes certification-linked learning within the employee population. Customer Academy users are a separate group. Internal activation badges also have a different meaning from partner qualifications, and participation in one learning pathway is not assumed to establish that an employee passed every related external examination.

Recognition reflects the connection between structured preparation, applied practice and recognised technology ecosystems. Several learning levels support continued specialisation as responsibilities change. The assessment retains the documented employee scope and does not add undisclosed fee reimbursement, paid study leave or a common pass rate to make the qualification offer appear more comprehensive.

Deloitte

Employing entity / assessed group: Deloitte assessed UK professional employer group; wider network terms not inferred
Assessed workforce: UK member-firm employees in the identified professional qualification pathways.
Group headquarters: London, United Kingdom
Group origins: 1845 (business origins)

Deloitte’s UK professional pathways combine substantive work, formal learning and recognised qualification study where relevant to the role. This gives employees a route to develop professional capability while applying it in practice. The assessed provision is local to the documented UK programmes rather than an assumption about every independently operated member firm worldwide.

Current programme and career-development records describe qualification-oriented learning alongside continuing support. They establish an implemented employee pathway without supplying a common pass rate. Different functions can involve different credentials, so the existence of one route is not represented as an entitlement to that qualification for every graduate or experienced employee.

Recognition reflects an organised connection between professional work and externally defined development objectives. Employees can use continuing learning and guidance as their responsibilities change. The assessment keeps preparation, qualification attainment and professional admission distinct, and does not invent study allowances or guarantee that programme participation results in a particular designation.

Grant Thornton

Employing entity / assessed group: Grant Thornton assessed UK professional employer group; wider network terms not inferred
Assessed workforce: UK employed graduate/apprentice professional-qualification cohorts; other national member firms not inferred.
Identified UK programme office: London, United Kingdom
Associated network formation: 1980 (international network formation)

Grant Thornton’s UK professional programme combines employed work with study towards qualification. Its graduate route is described as a three-year path from entry to professional status, giving employees an identifiable objective alongside practical experience. The published terms also distinguish graduate, apprentice and other entry routes rather than treating every programme as identical.

The employer’s FAQ states that qualification support includes training costs and examination sittings. This gives the offer concrete financial substance, while individual admission and assessment remain governed by the relevant professional requirements. The existence of funding does not establish a common pass rate or guarantee that every employee can pursue any credential they choose.

Recognition reflects a defined work-study route with explicit cost support. Employees can connect professional preparation with continuing practice in the UK organisation. The assessment keeps other national member firms outside that claim, and the reference facts distinguish international network formation from the history of the particular UK employing business.

Mott MacDonald

Employing entity / assessed group: Mott MacDonald (assessed employer group)
Assessed workforce: UK/Europe graduate employees receiving professional-accreditation support; local conditions retained.
Group headquarters: London, United Kingdom
Group origins: 1989 (group formation)

Mott MacDonald connects graduate professional development with supported accreditation and guidance from experienced colleagues. Its UK and Europe scheme places discipline-specific work alongside a broader development programme, giving employees a setting in which to build the capabilities expected by their profession. The relevant professional requirements remain external to the employer’s own learning framework.

A named employee account describes support from a chartered mentor and participation in Accelerating Your Future. This gives the formal programme an identifiable example of use. Current career material and external recruitment records provide further context, while differences between countries and professional disciplines remain part of the assessed scope.

Recognition reflects the combination of supervised practice, structured learning and a recognised professional destination. Employees can draw on networks and development resources beyond their first assignment. The evidence supports an operating accreditation pathway without establishing a uniform completion timetable or guaranteeing that every individual receives identical study terms or achieves chartered status.

PwC

Employing entity / assessed group: PwC assessed UK professional employer group; wider network terms not inferred
Assessed workforce: UK member-firm employees in relevant graduate/entry-level professional qualification pathways.
Group headquarters: London, United Kingdom
Group origins: 1998 (PwC network formation)

PwC’s UK employee learning pathways support professional qualification study where it is relevant to the role. Structured training accompanies practical work, giving employees a setting in which to build the knowledge and experience required by an external professional standard. The programme is therefore more specific than a general commitment to ongoing learning.

Current graduate and entry-level records describe the operating framework, while Talent Coaches, buddies and Career Coaches provide different forms of guidance. Qualifications vary between functions and programmes. The assessment does not assume that every employee studies the same credential or convert programme participation into a common examination pass rate.

Recognition reflects the connection between professional work, organised preparation and continuing support. Employees can draw on a wider development environment as their responsibilities change. The assessed provision remains within the documented UK employer context, with qualification attainment distinguished from internal learning completion and no unsupported guarantee of professional admission or advancement.

SoftServe

Employing entity / assessed group: SoftServe (assessed employer group)
Assessed workforce: Direct employees in the documented qualification or partner-certification programme; external learners excluded.
US headquarters: Austin, Texas, United States
Business origins: 1993

SoftServe University supports employees pursuing externally defined credentials in technology disciplines. Its documented provision includes qualification-related development involving Databricks, GitHub and major cloud platforms. Preparation sits within a wider learning environment, allowing employees to connect professional certification with technical work and continued development rather than treating an examination as the sole learning objective.

The 2024 account, published in 2025, distinguishes internal employees from external learners and identifies certification-related activity. This separation matters because a public course or community challenge does not automatically establish an employee qualification outcome. General learning solutions and credential awards are also different units and are not combined into a larger attainment total.

Recognition reflects an established preparation environment linked with recognised external standards. Employees have several ways to extend their capabilities over time. The assessment retains the stated learner populations and reporting periods, without assuming that every programme provides identical financial assistance or that every participant successfully completes an external assessment.

Tier III — Specialist Employers for Professional Qualifications

(Alphabetical order)

Allianz

Employing entity / assessed group: Allianz assessed Ireland employee programme
Assessed workforce: Ireland graduate employees receiving APA insurance qualification support; no US or global extrapolation.
Parent group headquarters: Munich, Germany
Parent group business origins: 1890

Allianz’s Ireland graduate programme connects insurance work with support for the external APA qualification. This gives employees a defined professional objective alongside functional experience, rather than relying only on internal training. The occupational route is specific to the identified programme and should not be read as a universal qualification entitlement across the global group.

The published design combines induction, work in different functions and insurance learning. Those arrangements substantiate an operating preparation pathway, while qualification attainment remains subject to the relevant external requirements. Irish terms are kept separate from US employee benefits or other national graduate programmes, and no common pass rate is assumed.

Recognition reflects supported professional development linked with real employment responsibilities. Employees can build a broader understanding of the insurance business while preparing for recognition. The assessment retains the local cohort and programme conditions, with parent-group headquarters and history clearly distinguished from the Irish employee provision being evaluated.

BAE Systems

Employing entity / assessed group: BAE Systems (assessed employer group)
Assessed workforce: Identified UK engineering chartership and finance CIMA programme employees.
Group headquarters: London, United Kingdom
Group origins: 1999 (group formation)

BAE Systems’ documented professional routes include engineering development towards chartership and a finance pathway involving CIMA study. These provide external occupational objectives alongside practical work. They are distinct routes with different standards, so the existence of one programme does not establish that every employee is entitled to the same qualification or study arrangements.

Published graduate accounts describe professional development and chartership progress, giving the wider programme an implemented employee context. The finance route supplies another form of recognised study. Progress towards a professional designation is not final attainment, and neither a development programme nor an employment contract removes the professional body’s assessment requirements.

Recognition reflects real qualification-oriented pathways within the identified UK employee cohorts. Coaching and work-based learning help connect study with professional responsibilities. The assessment retains those specific routes and avoids adding undisclosed allowances, examination pass rates or universal funding terms, while recognising support for preparation as a substantive employment provision.

CGI

Employing entity / assessed group: CGI (assessed employer group)
Assessed workforce: Direct employees in the documented qualification or partner-certification programme; external learners excluded.
Principal executive office: Montréal, Quebec, Canada
Business origins: 1976

CGI Academia includes employee learning and certifications through strategic technology partners. Interactive coding and customised pathways can help employees prepare for relevant professional standards while strengthening practical capabilities. The assessed provision concerns consultants and professionals developing within CGI, rather than external learners or customers using the company’s technical services.

Current careers and ESG material identify the development environment and its partner-linked routes. The learning catalogue covers several subjects, so the number of resources is not treated as the number of externally qualified employees. Internal assessments and course completion also remain distinct from qualifications awarded under an external standard.

Recognition reflects an operating employee framework that connects preparation with professional practice. Employees can choose relevant learning as their responsibilities evolve. The evidence supports continuing qualification development without establishing a universal reimbursement policy, paid-study allowance or common examination outcome, and those undisclosed terms are not added to the programme description.

Cognizant

Employing entity / assessed group: Cognizant (assessed employer group)
Assessed workforce: Direct employees in the documented qualification or partner-certification programme; external learners excluded.
Headquarters: Teaneck, New Jersey, United States
Business origins / formation: 1994

Cognizant’s employee development provision includes programmes for industry-relevant professional certification alongside technical learning through recognised partners. Associates can connect study with development plans agreed with managers, helping them identify capabilities relevant to their work. This gives qualification preparation a practical setting within a wider continuing-learning environment.

The workforce and careers accounts concern Cognizant employees rather than public learners. Internal certification labels associated with newer company programmes are not automatically treated as external qualifications. Partner-linked professional preparation is the assessed route, with course attendance, certification study and an externally awarded credential kept separate.

Recognition reflects documented support for continuing professional capability rather than an assumed financial entitlement. Employees have resources for developing expertise as requirements change, while the relevance of a particular qualification depends on the role. The assessment does not invent examination reimbursements, study time or a uniform pass rate where the reviewed terms do not disclose them.

Deutsche Bank

Employing entity / assessed group: Deutsche Bank (assessed employer group)
Assessed workforce: Direct employees in the documented qualification or partner-certification programme; external learners excluded.
Headquarters: Frankfurt am Main, Germany
Bank founded: 1870

Deutsche Bank supports employees pursuing qualifications across several professional areas. Its careers information identifies examples including accountancy, internal audit, financial analysis, fraud examination and cloud accreditations. These are different externally defined standards, and the value of support depends on the employee’s responsibilities and the credential relevant to that work.

The employer describes provision for full- and part-time employees while making clear that arrangements vary by region and division. It also identifies experts receiving accreditations, adding implementation detail beyond a statement of availability. Credential examples are not combined into a common pass rate, and an opportunity in one function is not treated as an entitlement elsewhere.

Recognition reflects identifiable qualification support and continued professional learning. Employees can maintain or extend expertise while their responsibilities change. The assessment retains the stated scope and does not invent financial limits, study-leave allowances or repeat-examination terms that are not disclosed in the reviewed material.

EY

Employing entity / assessed group: EY assessed UK professional employer group; wider network terms not inferred
Assessed workforce: UK member-firm employees in identified professional study routes, not worldwide EY badges.
Identified network office base: London, United Kingdom
Network formation: 1989 (EY network merger)

EY’s UK professional pathways combine employed work with study towards relevant qualifications. Its local programme terms identify in-person learning, self-study and examinations as parts of that process.

Current graduate and role records describe qualification-oriented routes across several functions. The credential depends on the programme, and future intake terms are not presented as already completed outcomes. Internal EY badges and public learning are separate from the externally defined professional study evaluated here and are not used to inflate qualification attainment.

Recognition reflects an organised employee route into professional development with continuing learning support. The assessed provision concerns the identified UK member-firm programmes, rather than uniform terms across every EY organisation worldwide. Examination preparation, successful qualification and later career progression remain different stages, with no undisclosed common pass rate or admission guarantee inferred.

HCLTech

Employing entity / assessed group: HCLTech (assessed employer group)
Assessed workforce: Employees using the documented internal Modern Apps capability partner-certification support, not foundation beneficiaries.
Corporate office: Noida, India
HCL Technologies incorporation: 1991

HCLTech’s internal capability resources support employees preparing for partner certifications. The documented Modern Apps provision includes hands-on labs, interactive sandboxes and practice examinations, connecting technical learning with the requirements of external assessment.

The maintained portal identifies focused certification drives and specialist contacts for further information. This is distinct from internal builder certificates or managerial badges, which are not the external qualification evidence used here. Foundation beneficiaries and public learners also remain separate from the employees covered by the capability programme.

Recognition reflects practical preparation support linked with recognised partner standards. Employees can revisit resources and obtain guidance as they pursue further development. The evidence does not specify a universal financial allowance or paid-study entitlement, so those benefits are not invented, and access to preparation is not presented as a guarantee of examination success.

HRchitect

Employing entity / assessed group: HRchitect (assessed employer group)
Assessed workforce: US employee professional certification provision; customer learners and contractors excluded.
U.S. employer headquarters / base: Frisco, TX, US
Business origins: 1997

HRchitect’s employee development provision identifies professional certifications connected with work across human-capital-management platforms. Such credentials can help consultants maintain relevant expertise as customer systems and professional responsibilities change. The qualification proposition is tied to employee development rather than the number of projects delivered or a general statement about the value of training.

The verified US workforce record and current careers material identify certification and multi-platform learning as development mechanisms. They do not provide a common award count or examination pass rate. Customer learners and contractors are outside the assessed employee cohort, and internal completion activity is not automatically treated as an external qualification.

Recognition reflects a defined professional-development route within a specialist employee environment. Continued preparation can support people as they work with changing platforms. The assessment preserves the limits of the published offer, without adding undisclosed examination funding, study leave or guarantees that every employee can pursue every credential or achieve a particular career outcome.

Infosys

Employing entity / assessed group: Infosys (assessed employer group)
Assessed workforce: Direct employees in the documented qualification or partner-certification programme; external learners excluded.
Headquarters: Bengaluru, India
Business origins / formation: 1981

Infosys’ documented qualification support includes Microsoft Cloud Pro, an employee drive centred on an externally defined cloud-certification standard. This gives the assessed provision a clear professional objective beyond the company’s own learning credits or internal completion badges. Preparation forms part of a wider environment for employees developing relevant technical capabilities.

The programme appears in the historical 2022–2023 workforce account and retains that reporting period. Current learning infrastructure provides continuing context but does not turn the earlier drive into a newly measured attainment result. Public Springboard users and employee participants are separate populations, while training, assessment and an external award remain different stages.

Recognition reflects an implemented qualification-oriented initiative connected with an established development system. Employees can prepare for a recognised standard while building practical capabilities. The assessment does not invent current award counts, examination funding or paid-study terms, and programme participation is not presented as a guarantee that every learner achieved certification.

Lloyds Banking Group

Employing entity / assessed group: Lloyds Banking Group (assessed employer group)
Assessed workforce: UK graduate employees in the identified Chartered Banker study route; not all scheme streams.
Group headquarters: London, United Kingdom (operational); Edinburgh, United Kingdom (registered office)
Group origins: 2009 (group formation)

Lloyds Banking Group’s documented UK graduate provision includes a route offering study towards Chartered Banker recognition. Professional learning is connected with substantive responsibilities, giving employees an occupational objective alongside the development experience.

Current scheme and recruitment records identify structured work, development and the relevant qualification pathway. The opportunity belongs to the stated programme rather than every graduate stream or all group employees. Rotations and other learning activities provide context, but their completion is not treated as proof that a professional credential has been awarded.

Recognition reflects an operating employee pathway with an identifiable external objective. Employees can build experience while preparing for further professional recognition. The assessment preserves the UK and programme limits, without assuming identical examination funding, study schedules or qualification requirements in unrelated functions and without guaranteeing admission to professional status.

LTM (formerly LTIMindtree)

Employing entity / assessed group: LTM (formerly LTIMindtree) (assessed employer group)
Assessed workforce: Direct employees in the documented qualification or partner-certification programme; external learners excluded.
Corporate / registered base: Mumbai, India
Corporate / combined business origins: 1996 incorporation; combined business from 2022

LTM’s historical FY2025 development account describes external certifications alongside assessments conducted through vendor-based platforms and specialist review. This places externally defined credentials within an employee competency framework, rather than treating every internal learning activity as a professional qualification. Progressive learning levels provide further context for preparation as an employee’s responsibilities develop.

The report identifies employees participating in skill evaluations, with evaluation events and people recorded separately. Not every assessment is an external award, and those totals are not converted into a qualification count. The historical LTIMindtree name is retained to identify the reporting period, while the current employer identity is LTM.

Recognition reflects implemented professional development that includes external credential routes. Employees can build on earlier learning through further study and assessment. The evidence does not establish universal funding, paid study leave or guaranteed examination success, so the assessment remains within the support and implementation actually described in the published framework.

Mastercard

Employing entity / assessed group: Mastercard (assessed employer group)
Assessed workforce: Direct employees in the documented qualification or partner-certification programme; external learners excluded.
Headquarters: Purchase, New York, United States
Origins (qualified): 1966

Mastercard’s employee educational-assistance provision supports relevant study and certifications within defined eligibility conditions. The published account identifies different financial ceilings for certifications, undergraduate study and graduate study.

The 2024 disclosure describes an operating provision rather than the amount actually received by every employee. A policy ceiling is not an average award or an unconditional payment. Technical guilds and other development resources can complement formal study, but their participation totals are not counted as professional qualification attainment.

Recognition reflects documented financial assistance connected with continuing professional development. Employees can consider formal study alongside the capabilities needed in their work. The assessment retains eligibility conditions and the source’s population limits, without extending every allowance to every country or assuming that support guarantees a completed credential or subsequent promotion.

NTT DATA

Employing entity / assessed group: NTT DATA (assessed employer group)
Assessed workforce: Employees in the documented NTT DATA careers learning/certification provision; geography is not fully disclosed in the reviewed page and no worldwide entitlement is claimed.
Headquarters: Tokyo, Japan
Business origins / formation: 1988 (NTT DATA); group structure subsequently reorganized

NTT DATA’s employee learning provision identifies external training providers for technical and professional development, including certification. This gives employees access to preparation connected with standards beyond an internal course-completion badge. The offer sits alongside other learning resources and career development, allowing professional study to support an employee’s longer-term capabilities.

The reviewed careers page does not fully disclose the geographic population of every provision, so it is not treated as a worldwide entitlement. Internal CDP certification counts and programmes operated by other NTT affiliates are not used as evidence of external qualification attainment for this assessed route.

Recognition reflects a documented employee certification-support mechanism with appropriate scope limits. Employees can use relevant preparation as their work and development needs change. The assessment does not infer a common pass rate, funding allowance or study-leave policy, and it preserves the distinction between support for preparation and the external provider’s decision to award a credential.

Ryan, LLC

Employing entity / assessed group: Ryan, LLC (assessed employer group)
Assessed workforce: US employees in the documented professional development provision; international terms not inferred.
U.S. employer headquarters / base: Plano, TX, US
Reported U.S. profile business origins: 1991

Ryan’s employee career provision identifies professional qualification support and continuing education within a setting of professional accountability. This connects development with the expertise employees need in their work, rather than describing qualification as a purely personal activity undertaken independently of the employer. The assessed evidence concerns the documented US employee population.

Current employment material and the verified workforce dossier establish the professional-development offer. General employee-experience findings provide context but are not qualification pass rates or proof of satisfaction with a particular study arrangement. The assessment does not name an examination, funding limit or entitlement unless it is identified in the reviewed provision.

Recognition reflects documented support for maintaining and extending professional capabilities. Employees can connect further learning with their responsibilities and career direction. The evidence remains qualitative where detailed award counts or study terms are undisclosed, without converting that absence into an invented numerical result or a guarantee of professional admission.

Wipro

Employing entity / assessed group: Wipro (assessed employer group)
Assessed workforce: Direct employees in the documented qualification or partner-certification programme; external learners excluded.
Headquarters: Bengaluru, India
Business origins / formation: 1945

Wipro’s Cloud and AI Academy supports employee learning towards recognised platform qualifications, including Azure, AWS and Google Cloud routes. This connects technical preparation with standards defined outside the employer. Specialist development and architecture programmes add a broader professional setting, allowing employees to consider how a qualification relates to the capabilities required in their work.

The FY2025 account identifies these pathways within own-workforce development. External learners and client training are not used as employee evidence. The report establishes implemented preparation without supplying an identical funding arrangement for every credential or a common pass rate across different examination providers and employee cohorts.

Recognition reflects relevant external qualification routes supported by organised learning. Early-career and experienced technical employees have different development needs, and the framework provides several approaches. The assessment preserves those differences rather than promising universal access, reimbursement or examination success, while recognising preparation itself as a practical form of employee support.

Remarks

The private assessment applies five weighted editorial criteria before assigning five, ten and fifteen employers to the bands. No tied total crosses a tier boundary. The equal Tier I totals are resolved through documented programme-substance differences, including KPMG’s specified study time and tutoring, rather than an unqualified comparison of award volumes.

This series uses a documentary implementation gate. Employee study arrangements, operating professional pathways and actual awards can support qualitative judgment without a proprietary HR submission or common examination dataset. General staff-experience evidence is contextual and does not become qualification satisfaction or an external pass-rate measure.

Qualifications and support terms differ by occupation and jurisdiction. Profiles distinguish internal badges from external credentials, preparation from attainment, and policy ceilings from actual payments. Where financial amounts, repeat-attempt terms or paid-study arrangements are undisclosed, those values are not supplied by assumption.

Professional admission and assessment remain subject to the relevant external standard. Employer support can make preparation more practical without determining the final result. Headquarters and founding facts provide reference context, with network or parent-group origins labelled separately where the assessed employee programme belongs to a local employing organisation.

Recognition

Inclusion in the Top 30 Employers for Professional Qualifications 2027 ranking is an editorial determination of The Economy Rankings and does not require licensing, advertising, sponsorship, or other commercial participation.

Ranked organizations may factually refer to their inclusion in the ranking in their own communications. When describing the result, entities should accurately reflect the tier structure and methodology used in the published ranking.

How the ranking should be interpreted

Tier I represents the Top 5 entities, and the published order within Tier I reflects the ranking order.
Tier II represents entities ranked within the Top 15, following Tier I. Entities within Tier II are displayed alphabetically; their displayed order should therefore not be interpreted as an individual numerical ranking.
Tier III represents entities ranked within the Top 30, following Tiers I and II. Entities within Tier III are also displayed alphabetically, and their displayed order should not be interpreted as an individual numerical ranking.
An entity's tier, rather than its alphabetical position within Tier II or Tier III, should therefore be used when describing its standing.

Referencing the ranking

Depending on the entity's published tier, appropriate factual descriptions may include:

Tier I: “Ranked Tier I” or “Ranked among the Top 5”
Tier II: “Ranked Tier II” or “Ranked among the Top 15”
Tier III: “Ranked Tier III” or “Ranked among the Top 30”

Entities should not describe an alphabetical position within Tier II or Tier III as a specific numerical rank.

Use of The Economy Rankings recognition materials

Editorial inclusion in a ranking does NOT by itself grant permission to use The Economy Rankings badges, seals, logos, official recognition graphics, licensed quotations, or other proprietary recognition materials.

Organizations wishing to use official The Economy Rankings recognition materials in corporate websites, marketing materials, investor communications, client presentations, social media, press releases, or other external communications should refer to the applicable licensing terms and usage policies:

The Economy Rankings License Structure — available licence levels and permitted recognition uses
The Economy Rankings License Structure | The Economy Rankings
The Economy Rankings License Policy — licensing conditions governing use of The Economy Rankings recognition, marks, and related materials
The Economy Rankings License Policy | The Economy Rankings
Recognition Use Guide — guidance on permitted wording, presentation, attribution, and use of ranking recognition
Recognition Use Guide | The Economy Rankings

Purchasing or holding a recognition-materials licence does not confer inclusion or a higher tier.

Recognized organizations may reference the designation in: