Browse Ageing Policies

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 policy "Basic Digital Skills Training for Older Women” under the NAPGE 2021–2025 in Greece was introduced in 2021 by the Ministry of Digital Governance as part of a national initiative. The programme helps older women to access digital health services, employment services, e-commerce, banking services, etc. and familiarize them with the use of devices and applications on a daily basis. It uses material of the Digital Academy of Citizens for the creation of educational programs adapted to the needs of older women.

The National Strategy for Equality and Non-Discrimination 2018–2030 "Portugal + Equal" aims to promote equality and non-discrimination as a foundation for a sustainable future for Portugal, ensuring the full realization of human rights and participation of all individuals. The policy involves various government departments, the Comissão para a Cidadania e a Igualdade de Género (CIG), and civil society organizations, coordinated under the Presidency of the Council of Ministers. The policy is national in scope, targeting all sectors and populations within Portugal, with a focus on combating discrimination based on sex, sexual orientation, gender identity, and expression. The National Strategy for Equality and Non-Discrimination (ENIND) introduces three action plans to address gender equality, violence against women and domestic violence, and discrimination based on sexual orientation and gender identity. Key features of the action plans include measures to combat stereotypes and promote sharing of family responsibilities, the introduction of protection measures for victims of gender-based violence, including legal support and shelter provision, and the implementation of educational programmes to foster respect for diversity. The document outlines a strategic vision until 2030, with evaluation and revision of action plans every four years.

The objective of the National Certification Body is to promote gender equality in the workplace by certifying enterprises that adopt gender-equal practices. The National Certification Body, established by the Council of Ministers and chaired by the Permanent Secretary of the Ministry of Labour and Social Insurance, oversees the certification process. Key stakeholders include the Gender Equality Commissioner and representatives from employers' and employees' associations. This policy is national in scope, targeting enterprises and organizations across the country. It aims to recognize and certify those that implement gender-equal practices. The policy offers two types of certifications: “Best Practice” for individual practices and “Equality Employer” for comprehensive gender equality systems. Enterprises apply annually, and evaluators conduct on-site visits and interviews to assess compliance. Successful applicants are awarded certifications in a special ceremony and gain advantages in public procurement tenders. Regarding observed impacts, certified enterprises benefit from enhanced public recognition and improved opportunities in public procurement. In terms of timeframe, the policy was introduced in 2014 and certification is valid for four years, with a renewal process involving re-evaluation.