Browse Ageing Policies

The project, which was developed by TREXIMA and Age Management, targets employees in the Czech Republic, specifically focusing on sectors such as manufacturing, transport and storage, and health and social care. The analysis considers various demographics like age and gender. The project employs the Work Ability Index (WAI), a scientifically validated tool, to measure and evaluate work ability. The project had two stages: identifying at-risk sectors (2021) and conducting pilot measurements in specific industries (2022). The study aligns with national frameworks on ageing and includes both general and sector-specific recommendations. The evaluation includes mental health aspects, revealing that 36.5% of employees sometimes feel positive about the future, with 31.9% feeling positive quite often. The project's structured approach and evidence-based recommendations make it a model of good practice.

The "Vocational Training and Additional Vocational Education for Certain Categories of Citizens" was introduced in 2021 in Russia as part of the national project "Demography". Implemented at the national level and led by relevant governmental bodies, this initiative targets vulnerable groups in the labour market, specifically including citizens aged 50 and over and those nearing retirement age. It aims to enhance labour resource qualifications to balance the labour market and create conditions that promote active societal participation, prevent discrimination, and protect citizens' rights. Key measures include vocational training and additional education programmes that equip participants with new skills, improve employability, and shorten job search times. The selection of programmes is tailored to regional labour market demands, increasing participants' chances of finding employment in high-demand fields. Between 2021 and 2023, approximately 587,000 citizens received training, with 184,500 aged 50 and above, fostering professional mobility and adaptation to workplace demands. From 2025, this initiative will continue under the national project "Personnel". Training programmes prioritize quality employment and adaptability for older persons, enhancing their role in the workforce.

The Final International Conference of the Project “Work Ability Management” was held in 2023 in the Czech Republic by Age Management, z.s. in collaboration with organizations from Germany, the Netherlands, Hungary, and Slovakia. Implemented at the international level, the project targets ageing employees, aiming to promote work ability as a comprehensive approach to health, employment, and lifelong learning to enable employees to balance work, personal, and family life. Key measures include the collection of examples from each participating country on measures to support ageing employees and compiling them into a publication. It also developed new methodologies for working capacity applicable to both employed and unemployed persons, focusing on those at risk of reduced working capacity and helping them find their way back to the labour market. These methodologies are designed to advance the promotion of work ability not only in the participating countries but also in other interested countries. The project results emphasize that understanding work ability can enhance labour market positions for both employed and unemployed individuals, while supporting preventive programs in physical and mental health and lifelong learning may positively influence retirement; additionally, the "Digital Coach" web platform, available in five languages, was developed to support these goals.

The Project "Work Ability Management" No. 2020-1-CZ01-KA204-078204 Erasmus + Program Key Action 2 Strategic partnerships for adult education was introduced in 2020 in the Czech Republic under the Erasmus+ Program Key Action 2 for Strategic Partnerships in Adult Education. Led by Age Management, z.s. in collaboration with partners from Germany, Hungary, the Netherlands, and Slovakia, the project is implemented at the international level, targeting both employed and unemployed adults. This project aims to equip organizations with goal-oriented strategies to address demographic challenges through age management, to ensure that older workers are supported in maintaining work ability and that workplace designs are attractive and flexible for both younger and older employees. Key measures include applying the Work Ability Model and Work Ability Index (WAI), a tool that assesses the alignment between individual resources and work demands. The project uses written and oral surveys, workshops, and counseling sessions to identify needed changes and recommend measures that enhance work ability. Project outputs include an electronic publication, "Supporting Ageing in the Workplace," and a methodology for managing work ability targeted at those employed, considering a career change, or unemployed. The “Digital Coach” web platform further supports this by offering resources and guidance.

The “Measuring the Work Ability of Employees in the Czech Republic” initiative was introduced in 2022 by the Union of Industry and Transport of the Czech Republic in collaboration with TREXIMA, spol. s.r.o. and Age Management, z.s. Implemented at the national level, this initiative focuses on the manufacturing industry, transport and storage, and health and social care sectors, analyzing employee work ability across age and gender since 2011. Its aim is to identify factors affecting work ability at each stage of an employee’s life, enabling the development of targeted measures based on these insights. Key measures include using the Work Ability Index (WAI), a tool based on a certified questionnaire available in 29 languages, to evaluate work capacity. The study results in 6 thematic areas for final recommendations: integrating age management and work ability into national strategies, establishing legislative support for work capacity, using WAI data for research and decision-making, enhancing information and advisory services, providing public support for maintaining work ability at both individual and corporate levels, and promoting the development of personnel capacities in age management. This approach emphasizes the importance of work ability for older workers, addressing the effects of ageing in the workforce and supporting sustainable employment.

The primary goal of the subsidized employment programme is to employ individuals sent by the Employment Service or to retain the jobs of individuals specified in Article 25, points 11, 12, and 13 of the law. This is achieved by reimbursing employers for part of the wage costs of these individuals, as well as retaining the jobs of employed individuals who were placed on downtime or had it terminated under specific conditions. The main institution involved is the Employment Service of Lithuania, with employers as key stakeholders. The programme targets unemployed individuals specified in Article 25, points 2-9, and aims to help them integrate into the labor market. It also creates special conditions for the unemployed specified in Article 25, points 1, 10, 11, 12, and 13 to remain in the labor market. The programme is national in scope. The programme includes wage subsidies for employers hiring the specified individuals. The subsidy amount is calculated based on the provisions of Article 41, parts 2, 3, and 4 of the law. The subsidy is paid for up to 6 months within an 18-month period, up to 36 months within a 48-month period, or indefinitely, depending on the category of the employed individuals. The article's revision takes effect from July 1, 2024.

The Labour Law (Law No. 4857) of Türkiye has the purpose to regulate the rights and responsibilities of employers and employees regarding working conditions and the work environment. The main stakeholders involved are employers, employees, and employer representatives. The Ministry of Labour and Social Security oversees the implementation and enforcement of the law. This law applies to all workplaces, employers, and employees, except for specific exceptions such as maritime and air transport, agricultural enterprises with fewer than 50 workers, and family businesses. It covers the entire national territory of Turkey. Article 4 focuses on the exceptions, as the law does not apply to certain jobs and work relationships. Article 5 focuses on the topics of non-discrimination, as the employers cannot discriminate based on language, race, colour, gender, disability, political opinion, philosophical belief, religion, or similar reasons, equal treatment (part-time and full-time employees, as well as those with fixed-term and indefinite contracts, must be treated equally unless there are essential reasons), gender equality (no lower wages for the same or equivalent work based on gender. Protective provisions for gender should not justify lower wages), and on compensations (employees can claim compensation if discriminated against, up to four months' wages, plus any other rights they were deprived of). It was adopted on May 22, 2003, and published in the Official Gazette on June 10, 2003.

The “Prospects for Returning to Work Programme” (GAPS) was launched in 2022 in Germany by the Federal Ministry for Family Affairs, Senior Citizens, Women, and Youth (BMFSFJ), and implemented at the national level. It aims to increase equal opportunities and promote equal participation of women and men in the labor market and a partnership-based division of work and family care work. It also aims to support interested parties in the complex challenge of a professional re-entry or a professional reorientation and thus create the conditions for independent livelihood and old-age security. This programme targets people who want to reorient themselves professionally, who want to find out about the compatibility and division of gainful and care work or who want to return to work after a professional break. Companies, associations, counselling centres, trade unions and many more can also benefit from the programme. Key measures include setting standards for equality between men and women in the digital world of life and work and the equal distribution of gainful employment and unpaid private care work. Another component of the GAPS action programme is currently the re-entry calculator.

The National Employment and Skills Strategy 2023–2030 aims to enhance skills development, ensure decent employment for all, and align the labor market with sustainable development goals. Key institutions involved include the National Agency for Employment and Skills (NAES), Ministry of Education and Sports (MoES), and Ministry of Finance and Economy (MoFE). Stakeholders include employers, educational institutions, and international organizations like the EU and World Bank. This strategy targets the entire Albanian population, with a focus on youth, older persons, women, and vulnerable groups. It covers national and sectoral levels, impacting sectors like tourism, IT, energy, and agriculture. The strategy is divided in three different policy goals: (1) Skills Development, which focused on reducing skills mismatch, upskilling both men and women, and improving the overall functioning of the labor market; (2) Inclusive Employment, which aims to implement programs and services that support employment for all, ensuring decent work conditions and competitive salaries, and (3) Lifelong Training, with the objective of promoting continuous education and training opportunities to enhance employability and adaptability in the workforce. It aims to improve work quality, reduce informality, and increase productivity. Implementation involves monitoring and evaluation mechanisms and financial resources allocation. The strategy is set for 2023-2030.

The RETAIN (Retaining Employment and Talent After Injury/Illness Network) demonstration, a joint initiative by the Social Security Administration (SSA) and the Department of Labor (DOL), aims to test early intervention strategies to enhance labor force participation and retention among individuals with new injuries or disabilities, thereby reducing their reliance on Social Security disability benefits. The SSA and DOL are the primary institutions, with Mathematica Policy Research contracted for evaluation. Stakeholders include injured/disabled workers, employers, healthcare providers, and state agencies. RETAIN is a national initiative with Phase 1 involving eight States and Phase 2 focusing on Kansas, Kentucky, Minnesota, Ohio, and Vermont. It targets workers soon after the onset of work-impacting conditions and involves partnerships with at least one health-care system in each State. Main Features and Strategies include the early identification of affected workers, the return-to-work coordinators to manage health and employment services. Furthermore, the training for health-care providers in occupational health and several measures encouraging early communication between workers, employers, and health-care providers. Phase 1 involved planning and pilot programs, while Phase 2 started in October 2021. The final process analysis report is anticipated in September 2025, marking a significant evaluation milestone.

The Protecting Older Workers Against Discrimination Act aims to strengthen legal protections against age discrimination in the workplace. Its primary goals are to revise the evidentiary standard for age discrimination claims, to allow mixed-motive claims where age is a motivating factor, even if not the sole cause, and to align the legal standards with other anti-discrimination laws. The key institution involved is the U.S. Congress, with the bill being introduced in the House. Main stakeholders include older workers, employers, legal professionals, and advocacy groups for older persons. The Act has a national scope across the United States. It affects all sectors employing older workers, particularly those aged 40 and above, who are part of the workforce. Key features of the Act include allowing the use of any admissible evidence sufficient for a reasonable fact-finder to conclude that discrimination occurred, not requiring the complainant to prove that age was the sole cause of the employer's adverse decisions and applying the revised standard to various employment discrimination and retaliation claims.The law was enacted in 2021.

The Employment Strategy of the Republic of Serbia 2021–2026 has the primary goal to ensure continuity in employment policy, align with EU standards, and address national labour market needs. The strategy aims to improve employment rates, reduce unemployment, and enhance the employability of the workforce. The Ministry of Labour, Employment, Veterans, and Social Affairs leads the strategy, supported by the Social Inclusion and Poverty Reduction Unit, NIRAS – IP Consult, the International Labour Organization, and the German Agency for International Cooperation (GIZ). The strategy targets the entire national labour market, focusing on various demographic groups, including youth, persons with disabilities, and older persons. It covers all regions of Serbia. Key interventions include active labour market measures, vocational training, career guidance, and incentives for hiring vulnerable groups. The strategy acknowledges the increasing number of older persons and their significant share in the total population, and consequently outlines specific measures for older persons. Emphasis is placed on the need for further education and training measures, especially targeting older persons to improve their employability. The strategy aims to improve the overall social and economic position of older persons through various support measures and policies. The strategy was adopted on January 28, 2021.

The primary goal of the Open Hiring programme is to create an inclusive labour market without discrimination. It aims to systemically change hiring practices to allow for more equitable job opportunities. The main stakeholders involved are Start Foundation, employers participating in the Open Hiring programme, and job seekers. The programme also involves collaboration with partners like UWV and the Ministry of Social Affairs and Employment. The policy targets the national labour market in the Netherlands, focusing on employers and job seekers who are part of the Open Hiring programme. It covers various sectors affected by labour market shortages and aims to engage employers nationwide. Strategies include the Open Hiring model, where job seekers are hired without traditional interviews, and the use of life coaches. The policy promotes organic growth and adherence to Open Hiring principles among employers. Employers officially joining the programme as partners agree to follow the set rules. In 2021, 61 employers started Open Hiring, and about 180 job seekers were employed through the programme. The programme started in 2021.

The Tel mee met Taal programme is a comprehensive national action plan initiated by the Government of the Kingdom of the Netherlands. Its primary objectives are: - To prevent and reduce low literacy among adults. - To ensure that children do not fall behind in their educational journey. - To improve basic skills in language, numeracy, and digital literacy, supplementing regular education Programme. The programme is supported by various Dutch ministries, including the Ministry of Education, Culture, and Science (OCW). Key stakeholders include schools, employers, libraries, and organizations in both the European and Caribbean Netherlands. DUS-i (Dutch subsidy implementation agency) is responsible for the implementation of the scheme. The programme covers the entire Netherlands. It targets adults with low literacy or digital literacy skills and parents who can influence the educational environment at home. The scope includes language, calculus, and digital skills improvement. Two main subsidy categories are available: one for employers to train low-literate employees and another for projects supporting low-literate parents. Organizations must apply together with at least two other parties, such as local libraries, youth healthcare institutions, educational institutions, or pre-school facilities. The maximum subsidy amount per application is €125,000. The programme is currently in its third iteration, running from 2021 to 2024.

The Cyprus Lifelong Learning Strategy (CyLLLS) 2021–2027 aims to develop a knowledge-based society by providing learning opportunities for all citizens. Key objectives include establishing a governance framework, reducing youth unemployment, increasing adult participation in lifelong learning, and enhancing the professional practice of educators. The strategy is coordinated by the European and International Affairs, Lifelong Learning and Adult Education Office of the Ministry of Education, Sport, and Youth (MESY). Key stakeholders include the National and Technical Committees, various public authorities, and social partners. The strategy targets all citizens of Cyprus, focusing on youth, older persons, and vulnerable groups. It covers the entire nation and spans multiple sectors, including education, labor, and social inclusion. The strategy emphasizes digital and green transitions, inclusion and equality, validation of non-formal and informal learning, and health and well-being. Implementation involves setting up governance, monitoring, and evaluation frameworks, providing learning opportunities aligned with labor market needs, and enhancing outreach and communication. The strategy covers the period 2021–2027.

The Employment Promotion Act aims to regulate public relations in employment promotion, employment security, vocational guidance, and adult training. It also focuses on mediation for job placement within Bulgaria and other countries. The primary institutions involved are the Ministry of Labour and Social Policy and the National Employment Agency. Key stakeholders include employers, workers, employees, and various non-profit legal entities. This policy covers Bulgarian citizens, EU citizens, and other eligible individuals seeking employment in Bulgaria. It applies nationally and includes sectors such as vocational training, employment mediation, and adult education. Article 55a provides financial support to employers who hire unemployed persons over 55 years of age. The support is available for up to 12 months. The unemployed individuals must be directed by the National Employment Agency. Employers receive sums according to Art. 30a, para 2, for the duration of employment. In terms of timeframe, the article was introduced together with the rest of the Act in 2001, and last amended in 2021.

The main objective of the zaposli.me programme is to promote the employment of unemployed persons who are older than 50 years or are long-term unemployed or have low education levels. The policy aims to reduce their social exclusion and poverty and improve their employment opportunities. The policy is implemented by the Ministry of Labour, Family, Social Affairs and Equal Opportunities of the Republic of Slovenia. The policy covers both cohesion regions of Slovenia: Eastern Slovenia and Western Slovenia. The policy targets unemployed persons who are older than 50 years or are 30 or more years old and are long-term unemployed or have education below ISCED 3. The policy is expected to benefit around 4,800 persons. The policy provides subsidies to employers who hire eligible unemployed persons for full-time work for 12 months. The subsidies vary depending on the characteristics of the unemployed persons: 5,000, 6,000, or 7,000 euros. The policy also provides counselling and guidance to the unemployed persons and the employers to support their integration into the labour market. The policy started in January 2020 and ended in December 2022.

The study “The prevalence of discrimination in the employment environment in Latvia” was conducted in order to explore the forms and types of discrimination faced by employees in Latvia during employment, understand employees' awareness of discrimination, and evaluate trends by comparing data with a 2011 study. The study was conducted by Norstat Latvia (project coordination and fieldwork) and Dentsu Data Labs (data analysis and report preparation). The study targets employees in Latvia aged 15 and above. It covers various sectors, including agriculture, manufacturing, trade, services, and others, and spans across different regions such as Riga, Pieriga, Latgale, Kurzeme, Vidzeme, and Zemgale. The study uses an online survey (CAWI) methodology. Key areas of focus include the prevalence of discrimination, types of information shared with potential employers, and sources of discriminatory attitudes. It also examines employees' willingness to seek help and the reasons for not doing so. The study notes that the level of discrimination in workplaces has remained almost unchanged since 2011, with 31% of employees hearing about discrimination cases among acquaintances. The fieldwork for the study was conducted from March 18 to March 30, 2020.

The Action plan for the professions of older persons and independent living aims to enhance the attractiveness of professions in care for older persons and autonomy sector, improve working conditions, and address the high demand for recruitment in this field. The policy involves the French Government, specifically the Ministry of Labour, Employment, and Insertion, and the Ministry of Solidarity and Health. Key stakeholders include regional health agencies (ARS), Pôle Emploi, and various professional branches within the care for older persons sector. This national policy targets professionals in care for older persons and autonomy, including those working in EHPADs (nursing homes) and home care services. It aims to address the needs of the ageing population across France. The policy includes several key strategies, such a revaluation of salaries with significant salary increases for care workers; urgent recruitment drives resulting in thousands of new hires; enhanced and expanded training opportunities to improve professional qualifications, and initiatives to improve working conditions and reduce job-related stress. Since its adoption, the policy has led to the recruitment of thousands of professionals and significant salary increases, improving the sector's attractiveness. The policy was adopted in October 2020.

The CDI inclusion policy aims to provide stable employment for individuals aged 57 and above who face significant social and professional challenges. It seeks to facilitate their transition from temporary to permanent employment within the framework of economic activity inclusion (IAE). The policy involves Structures for Integration through Economic Activity (SIAE), including Enterprises for Integration (EI), Temporary Work Integration Enterprises (ETTI), Intermediate Associations (AI), and Workshops and Integration Projects (ACI). The French Government, particularly the Ministry of Labour, Employment, and Integration, is a key stakeholder. The policy targets individuals aged 57 and above who have completed at least 12 months in an IAE pathway. It is implemented nationwide, affecting various sectors where SIAE operate. The CDI inclusion allows SIAE to offer permanent contracts to eligible individuals. It includes financial aid, calculated based on hours worked, to support these contracts. The policy also sets a limit on the proportion of CDI inclusion contracts within each SIAE, with possible exceptions granted by the prefect. The policy was adopted on December 14, 2020, with various measures coming into effect from December 16, 2020, and full implementation starting on September 1, 2021.