In the context of ongoing structural transformations—digital, ecological, and demographic—lifelong learning and continuing education and training (CET) have become crucial for workforce adaptability. This chapter examines the role of works councils in promoting and shaping lifelong learning in European countries with a two-channel representation system (trade unions and works councils) using the German system as an example. The chapter outlines both the legal instruments and practical limitations of works councils in this area. Preventive and reactive tools are analysed, including the newly reformed ones under the 2023 Continuing Education Act in Germany. The role of company training mentors (CTMs), a recent initiative designed to support works councils in implementing CET, is also discussed. Furthermore, the chapter identifies three key challenges to works councils’ involvement: structural and legal constraints, lack of professional capacity and resources, and representational deficits—particularly concerning underrepresented employee groups. Ultimately, the authors argue for a systemic expansion of co-determination rights and improved representativeness to ensure democratic participation of employees in the design of lifelong learning strategies.