Browse Ageing Policies

The “Article L. 513-3 of the Labour Code” was initiated in 2010 by the Luxembourg Government, specifically through the Ministry of Labour, Employment, and the Social and Solidarity Economy, and further updated in 2015. Its primary goal is to establish a structured framework for creating and implementing employment retention plans. These plans aim to address challenges related to job security, particularly during economic downturns or organizational changes, by ensuring that measures are in place to retain employees, adjust work conditions, and provide necessary training or reallocation opportunities. The article is implemented at the national level in Luxembourg and the provisions apply broadly across the country and are part of the legislative framework governing labour relations and employment protections in Luxembourg. The target population is the entire workforce of the affected companies, with attention given to older employees. It mandates that any employment retention plan must include provisions that record the results of discussions between social partners, particularly addressing special measures for older employees.

This document, An Garda Síochána older persons Strategy, is developed by An Garda Síochána and has been developed to ensure the policing needs of older persons in Ireland are met to the highest standard possible. The Strategy for the Older Person was developed following extensive research and consultation with key internal and external stakeholders. The An Garda Síochána older persons Strategy has the following four key objectives: (1) to develop and maintain effective communication links between Gardaí and older persons; (2) to deliver a timely and effective proactive response by An Garda Síochána for older persons; (3) to increase trust and confidence by lessening the fear of crime amongst older persons; and (4) to determine and respond to the needs and expectations of older persons on an ongoing basis. Evaluation of this strategy will be carried out in collaboration with a range of other strategies and initiatives underway within the framework of the Diversity Strategy 2010–2013 and the National Model of Community Policing.