Browse Ageing Policies

The purpose of Article 5 of the Labour Law No. 4857, titled “Principle of Equal Treatment”, is to ensure non-discrimination in employment based on language, race, colour, gender, disability, political opinion, philosophical belief, religion, and similar reasons. The article – and the law in general – involves employers and employees in all sectors, with oversight by relevant labour authorities. This article applies to all employment relationships within Türkiye, covering both full-time and part-time workers, as well as those on fixed-term and indefinite contracts. Key features include prohibiting discrimination in hiring, working conditions, and termination based on gender or pregnancy. It mandates equal pay for equal work regardless of gender and allows employees to claim compensation for violations. Employers must adhere to these regulations, and employees can seek redress through legal channels if discrimination occurs. Specific measures targeting older persons are not mentioned. The policy was adopted on February 6, 2014.

The National Active Ageing Programme for Slovakia (2014–2020) is the strategic document aimed at addressing demographic changes and promoting active ageing in Slovakia. The programme seeks to support the rights of older persons, enhance their active participation in society, and ensure their economic and social security. It emphasizes the importance of active ageing as a public interest and political priority. Developed by the Ministry of Labour, Social Affairs, and Family of the Slovak Republic, in collaboration with various ministries, regional governments, senior organizations, and social service providers. The policy targets individuals aged 50 and above, covering various aspects of life such as employment, health care, social services, and civic participation, with a national scope across Slovakia. The programme includes strategies for legal protection of seniors, promoting civic participation, and ensuring safe and quality living conditions. A significant part of the strategy was to enhance the employability of older persons, by improving the educational structure for the middle-aged and older persons, managing age diversity in the workplace, and providing employment services tailored for older employees. The development of the silver economy was also a priority. The programme was in place from 2014 until 2020.

The objectives of NESS are to promote quality jobs and skills opportunities for all Albanian women and men throughout their life cycle. The Ministry of Finance and Economy (MFE) leads the implementation, supported by the National Employment Service (NES), National Agency for Vocational Education, Training and Qualifications (NAVETQ), and State Labour Inspectorate and Social Services (SILSS). Key partners include the Ministry of Health and Social Protection, Ministry of Education, Science and Youth, EU Delegation to Albania, and various international development organizations. NESS targets the entire Albanian population, with a focus on youth, women, people with disabilities, and marginalized groups. It covers national-level interventions across various sectors including education, health, and social services. Key interventions include the adoption of the new Law on Employment Promotion, establishment of the National Employment and Skills Agency (NAES), and implementation of Active Labour Market Programmes (ALMPs) such as wage subsidies, on-the-job training, and self-employment programs. Specific measures for older persons include tailored employment services and support for long-term unemployed individuals. By 2019, significant progress was observed, including increased employment rates, improved VET infrastructure, and enhanced social inclusion measures. The employment rate for people aged 15-64 increased to 61.6%, and youth unemployment decreased to 21.4%. The NESS was launched in November 2014 and extended to 2022.

The National Training Fund is an institution introduced by the novel to the Act on employment promotion and labour market institutions, that aims at supporting lifelong learning of employees and employers, prevent job loss due to inadequate skills, and increase investment in human resources to improve competitiveness in the job market. The Fund is managed by the Ministry of Labour and Social Policy, with district job centres responsible for application assessment and reimbursement. Firms employing individuals aged 45 and above are eligible to seek financial assistance from the National Training Fund/Labour Fund. The fund supports a range of educational and training endeavours, such as both certified and non-certified ongoing general education and CVET, advanced studies, and skill certification exams. The fund subsidizes up to 80% of the costs associated with employee training, capped at a maximum of 300% of the average monthly wage. Micro enterprises benefit from a full reimbursement of training expenses, also up to the limit of 300% of the average monthly salary. In terms of implementation, companies apply to district job centres, which assess applications. In 2014, 1,433 companies benefited, funding training for 10,417 individuals. The Fund was established in 2014.

The National Strategic Policy for Active Ageing (NSPAA) 2014–2020 is Malta's first national ageing strategy launched by the Government. In October 2021, the Maltese Government launched the second National Strategic Policy for Active Ageing: Malta 2021-2027. NSPAA is developed by the National Commission for Active Ageing. The policy reflects a collaborative effort involving stakeholders, professionals in ageing, and twelve non-governmental organizations advocating for older persons's interests. The policy framework aims to contribute to a fairer society and is based on the principle of social justice with a national focus. NSPAA is cross-sectoral and revolves around three key themes: active participation in the labour market, societal participation, and independent living. To actualize its vision, NSPAA employs a multifaceted approach and a user-participation model in social services. The second strategy focuses on the centrality of a life course approach and sensitivity towards the human rights of older persons, with three key sections: social inclusion, healthy ageing, and addressing diversity and inequalities. Implementation is followed up by an Inter-Ministerial Committee, chaired by the Minister for Senior Citizens and Active Ageing. The committee coordinates the plan for action, certifies a trained workforce in ageing welfare, and allocates a budget for implementation.

This law aims to protect workers aged 55 and older from unjust dismissal before reaching retirement age by requiring a positive decision from a special commission before termination can occur. The commission must consist of an equal number of representatives from both employers and employees, with its creation governed by the collective agreement or employer regulations. The law applies to workers aged 55 and older across all sectors in Kazakhstan. The commission must review each dismissal case. Failure to follow this process by employers can lead to the worker's reinstatement. The procedure is mandatory and aims to protect older workers' rights. Ongoing implementation, with decisions reviewed as part of employment processes.

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.

The National Strategy for Lifelong Learning (2014-2020) of Bulgaria aims to respond to the challenges of social inclusion and economic growth, and to foster national and cultural identity. The strategy is cross-sectoral, and it is implemented by various stakeholders including learners, training providers, employers, trade organizations, labor unions, civil society organizations, regions, municipalities, local communities, and government bodies. The scope of the strategy encompasses all areas of learning and all individuals within the country engaged in formal, non-formal, or informal learning. It also addresses the issue of low participation in lifelong learning among people aged 25-64 and inter-regional migration. Key features of the strategy include a comprehensive list of planned measures and initiatives, and principles of quality, equality, diversity, decentralization, cooperation, measurability, and flexibility. The strategy also provides recommendations for future years. The strategy has been designed to contribute to the attainment of the European goal for smart, sustainable, and inclusive growth. It was adopted on January 10, 2014.