Browse Ageing Policies

The Discrimination Act has the purpose to combat discrimination and promote equal rights and opportunities regardless of gender, gender identity or expression, ethnicity, religion, disability, sexual orientation, or age. The main institution involved in its implementation is the Government of Sweden, with oversight by the Discrimination Ombudsman. Key stakeholders include employers, educational institutions, and organizations involved in public services. This law applies across Sweden, and it is cross-sectorial, covering sectors such as employment, education, and public services. It targets all individuals, with specific measures for older persons and those undergoing gender reassignment surgery. Some of the main features of the law include anti-discrimination measures (it prohibits discrimination in employment, education, and public services), several active measure (as it requires employers and educational institutions to take proactive steps to prevent discrimination), support for older people (it allows for justified age-based differentiation if it serves a legitimate purpose and is necessary) and some implementation specifics (it includes mandatory documentation and evaluation of anti-discrimination efforts by employers and educational institutions). The law was initially adopted on January 1, 2009, with subsequent amendments, including significant updates in 2014 and 2024.

This law, effective from January 1, 2009, aims to improve the quality of social services for individuals in difficult life situations, including older adults and people with disabilities. It seeks to provide individualized and targeted social support, ensuring equal participation in society. The Ministry of Labour and Social Protection of Kazakhstan oversees the implementation, with over 900 entities providing these services. The law applies to individuals with vulnerabilities across Kazakhstan, covering those unable to care for themselves due to age, illness, or disability. The services are divided into eight categories, including social-medical, social-domestic, social-psychological, social-educational, social-labour, social-cultural, social-economic, and social-legal services, providing comprehensive rehabilitation to compensate for lost life functions. The National Preventive Mechanism monitors service provision to prevent abuse and ensure quality. The policy has been in effect since 2009, with ongoing implementation and service improvements.

The Employment Contracts Act of Estonia regulates employment contracts, ensuring fair treatment and protection for employees while outlining the obligations and rights of both employers and employees. The main stakeholders involved are employers, employees, and the Government of Estonia, which establishes regulations and oversees compliance. This act applies to all employment contracts within the national jurisdiction. It covers various aspects of employment, including contract formation, working conditions, remuneration, and termination. It also includes specific provisions for minors and pregnant employees. Key features include mandatory written contracts, protection against discrimination, equal treatment, and detailed regulations on working hours, overtime, and rest periods. The act also outlines the conditions for probationary periods, temporary agency work, and teleworking. Employers must ensure safe working conditions and provide necessary training. The act aims to create a balanced and fair working environment. The act has been in effect since 1 July 2009.

The Act on the Board of Equal Treatment aims to address complaints of differential treatment based on gender, race, color, religion, political opinion, sexual orientation, age, disability, or national, social, or ethnic origin. The Board of Equal Treatment, comprising a chairman, two deputy chairmen, and nine other members, is the main institution in charge of its implementation. The Minister for Employment, the Minister for Refugee, Immigration and Integration Affairs, and the Minister for Gender Equality are key stakeholders. The policy covers complaints related to differential treatment in Denmark, affecting various sectors including employment, social security, and childcare. It targets individuals facing discrimination based on the specified grounds. The Board can award compensation, invalidate dismissals, and consider complaints that may not be brought before other administrative authorities. It operates with a secretariat provided by the National Social Appeals Board and can obtain expert opinions. The Act came into force on January 1, 2009.

The "Bundesaltenplan" is a German federal policy framework initiated in 2009 by the Federal Ministry for Family Affairs, Senior Citizens, Women, and Youth (BMFSFJ) in collaboration with the Ministry of Finance, other relevant federal bodies, various civil society organizations, and international partners. The plan is implemented at the national level, aiming to ensure that older persons receive protection, support, and opportunities to actively participate in social life while fostering their autonomy, especially for those with disabilities. The BMFSFJ funds associations and organizations to fulfill key tasks, including implementing forward-looking social and political projects related to older persons, disseminating political views and legislative proposals, and representing the interests of these organizations in national, European, and international institutions. A key focus is its robust support for international measures within the framework of EU projects, specifically targeting primary, secondary, and volunteer personnel supporting older persons. The policy emphasizes fostering international collaboration through bilateral and multilateral events, training programs, and exchanges to enhance global cooperation in the field of support for older persons. Additionally, the plan funds model projects to explore innovative approaches to active ageing, promote independence for older persons, and support integrating digital tools to help older persons remain engaged in society.