Ageing Policies Database
10607K
Total population
40.12
Median age
20.7%
Population aged 65+
6.0%
Population aged 80+
11310K
Total population
44.10
Median age
25.7%
Population aged 65+
9.7%
Population aged 80+
Life expectancy at birth
81.65
Male
85.22
Female
Life expectancy at 65
19.74
Male
22.29
Female
Data source: UNDESA World Population Prospects
Display 1 - 5 from 5 policies
Sweden
The new student loan policy was introduced by the Swedish government through CSN (Centrala studiestödsnämnden) in 2022 and implemented at the national level in Sweden. It offers updated terms for student loans, particularly focusing on older students. The policy extends the age limit for obtaining student loans to the year an individual turns 60, making it easier for older individuals to pursue further education. Additionally, the repayment period has been adjusted so that the loan must be fully repaid by the end of the year the borrower turns 64, instead of 60 as it was previously. For those who had already taken loans before 2022, the policy allows the option to combine their old loans with the new ones, simplifying the repayment process by consolidating the payments into a single annual amount. The new loan structure includes a 25-year repayment period, an interest rate of 0.59% for 2023, and specific provisions for administrative fees and potential loan forgiveness at the age of 72.
Sweden
The Government Bill 2020/21:175, Enhanced skills in health and social care – regulation of the profession of assistant nurse has the purpose to ensure the competence of assistant nurses by introducing a protected professional title. The law thus aims to enhance the quality and safety of care and social services. The law is mainly implemented by the Ministry of Health and Social Affairs. Key stakeholders include municipalities, regions, and private care providers. It applies nationally across Sweden. It affects assistant nurses working in both municipal and regional healthcare and social services, particularly in older care. Some of its main features are its protected title (only individuals with a certificate of competence can use the title “assistant nurse”), education requirements (the new educational content in the upper secondary school's health and social care program will be the basis for obtaining the protected title), transition measures (current assistant nurses can continue using their title for ten years without the new certification). The law emphasizes the importance of assistant nurses in care, ensuring they have the necessary skills and qualifications. The law was adopted on 8 April 2021.
Sweden
The SALAR 10-year strategy for older people is a 10-year strategic policy framework initiated by the Government of Sweden in 2020 to transform and adapt the health, care, and welfare services for an ageing population. It is led by the Swedish Association of Local Authorities and Regions (SKR) in collaboration with municipalities, regions, civil society organizations, and national government bodies. It is implemented at multiple levels, particularly at the municipal and regional levels. The policy targets older persons requiring long-term care, healthcare, and social support. The strategy is built on six key areas, including ensuring a sustainable supply of healthcare professionals, leveraging digitalization and welfare technology, and improving urban planning for diverse housing options. A strong focus is placed on personalized care, ensuring services are tailored to individual physical, psychological, and social needs, and promoting a person-centred care model that respects older persons' autonomy. The policy also stresses the importance of preventive care, early intervention, and equitable access to high-quality services, regardless of economic status or location. Furthermore, it highlights the need for accessible mental health services, the adoption of innovative technological solutions like telemedicine, data-driven decision-making, and enhanced transparency and accountability through regular service quality reports and audits.
Sweden
The "Delegation for Senior Labour" was initiated in 2018 by the Government of Sweden. This national effort is led by the Delegation with contributions from public and private sectors. It targets older workers, aiming to increase their labour force participation and ensure age-friendly work environments. The delegation collaborated with labour market stakeholders, researchers, government agencies, and other organizations, gathered and analysed research and data on older persons' opportunities in the workforce, addressing issues such as ageism, stereotypes, and the economic and social benefits of extending working life. Through 23 detailed reports, the delegation provided insights into the conditions necessary to support longer working lives for older persons, helped debunk myths about older workers and highlighted the importance of personalized approaches to keeping older persons engaged in the workforce. In November 2020, the delegation submitted its final report to the Government.
Sweden
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.