Ageing Policies Database
5507K
Total population
41.76
Median age
18.5%
Population aged 65+
3.7%
Population aged 80+
4936K
Total population
49.26
Median age
30.1%
Population aged 65+
8.8%
Population aged 80+
Life expectancy at birth
75.21
Male
81.71
Female
Life expectancy at 65
16.13
Male
19.80
Female
Data source: UNDESA World Population Prospects
Display 1 - 6 from 6 policies
Slovakia
The Strategy of Digital Transformation of Slovakia 2030 is a framework inter-departmental government strategy that defines the policy and particular priorities of Slovakia in the context of digital transformation of economy and society under the influence of innovative technologies. This involves transitioning from an industrial society to an information society, focusing on innovative technologies like AI, IoT, 5G, big data, blockchain, and HPC to drive economic growth and competitiveness. It is a cross-sectorial policy, and it is coordinated by the Office of the Deputy Prime Minister of the Slovak Republic for Investments and Informatization (ODPMII), in collaboration with other central state administration bodies. The strategy has a national scope, aiming to digitize the entire economy and society of Slovakia. It targets all Slovak citizens, entrepreneurs, and sectors such as education, public administration, and infrastructure development. Key interventions include the digital transformation of schools and education, creating a basis for a modern data and digital economy, and improving public administration's ability to use data and innovations. Implementation involves regulatory and non-legislative measures, investments in digital economy, and integration of initiatives under one digital agenda. In terms of timeframe, the strategy covers the time between 2019 and 2030.
Slovakia
The primary goal is to integrate the principles of sustainable development from Agenda 2030 into Slovakia's long-term strategic planning. This includes embedding the 17 Sustainable Development Goals (SDGs) into national priorities and formulating a Vision and Development Strategy for Slovakia by 2030. The main coordinating body is the Government Council of the Slovak Republic for Agenda 2030 for Sustainable Development, chaired by the Minister for Investments, Regional Development and Informatization. Stakeholders include regional and local authorities, academia, business associations, non-governmental organizations, and citizens. The policy covers national and regional strategies, aiming to improve quality of life over economic growth. It targets all sectors affected by the SDGs, with a focus on education, economy, poverty reduction, social inclusion, sustainable settlements, rule of law, democracy, security, and health. The strategy involves a participatory process with a Quadruple helix approach, ensuring decision-making is shared among government, academia, private sector, and civil society. It emphasizes interlinkages between SDGs to maximize co-benefits and minimize trade-offs. Additionally, policies are designed to eradicate poverty and enhance social inclusion. This involves improving social protection systems, increasing access to affordable housing, and supporting marginalized communities. The strategy covers the period until 2030.
Slovakia
The Strategy for long-term social and health care in the Slovak Republic is the framework that aims to develop a long-term social and health-care strategy for adults in Slovakia, addressing specific overlaps with children and youth care. The strategy is a collaborative effort involving the Ministry of Health of the Slovak Republic (MZ SR), the Ministry of Labour, Social Affairs and Family of the Slovak Republic (MPSVR SR), and the Association for the Protection of Patients' Rights (AOPP). The policy focuses on the adult population requiring long-term care, with implications for all target groups. It covers national-level health-care and social services sectors. The document proposes a participatory consultation process, evidence-based findings, patient and public input, and expert knowledge to shape public policy. It emphasizes the need for intensive cooperation between health and social care sectors. The strategy aims to inform qualified professional discussions and future action plans, including legislative amendments and a separate law on long-term care. However, the action plan's development was hindered by a lack of cooperation between ministries. The strategy was to result from a participatory process from 2017 to 2019, but the action plan's implementation has been indefinitely postponed due to the absence of inter-ministerial collaboration.
Slovakia
The "We Want to Be Active in the Labour Market (50+)" national project was implemented from December 2015 to December 2020 at the national level. It aims to improve employment prospects for disadvantaged job seekers aged 50 and above in Slovakia. The project was managed by the Central Office of Labour, Social Affairs, and Family, along with 43 regional offices across Western, Central, and Eastern Slovakia. It specifically targeted older persons facing significant barriers to employment, including long-term unemployment, by offering financial incentives to employers to create and sustain job positions for this group. Under the Employment Services Act, employers received subsidies to hire individuals aged 50 and above for positions requiring at least half of the standard weekly working hours, with contracts lasting a minimum of 12 months. The subsidy covered a maximum period of 12 months, during which the employer was obligated to retain the subsidized job position. The project expected to create approximately 5,500 jobs for older persons, contributing to the reduction of regional labour market disparities and enhancing the employment and employability of this vulnerable demographic.
Slovakia
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.
Slovakia
The Act No 5/2004 Coll. on employment services regulates employment services, integrating various amendments to ensure the law's relevance and applicability. The law involves the Central Office of Labour, Social Affairs and Family, the Office of Labour, Social Affairs and Family, and potentially other stakeholders like employers and job seekers. The Ministry of Education takes part in the development and update of qualification standards and assessments. The law applies nationally across Slovakia, targeting the unemployed population and sectors affected by employment regulations. The law establishes that discrimination in employment is prohibited on various grounds, including marital status, skin colour, language, political or other opinions, trade union activities, national or social origin, disability, age, wealth, birth, or any other status. Key features of the law regarding training include that When an employee undergoes training and education for the labour market during their scheduled work hours, it is considered an impediment to their regular work duties. During such training periods within work hours, the employee is entitled to compensation equivalent to their average monthly earnings. The law was enacted in 2004 and last amended in 2024.