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Employment plan for older workers at the company level

Country of implementation
General short description of the innovation
Since 2013, it is agreed that any company with more than 20 employees have to establish an action plan, containing measures, to maintain or increase the numbers of workers aged 45 or older in a company. The action plan should be tailored according to the company?s size and activity and to the extent it aims to maintain or increase the employment of aged workers. / / The law makes suggestions on potential employer actions: / - selection and hiring of new workers / - development of competences and qualifications of workers / - career development and career guidance within the company / - potential for adjusting working time and working conditions / - ergonomic development / - mentoring / / Measures which are already being implemented in the company can be included in the plan. The plan contains a number of obligatory mentions such as the duration of the plan, areas for action, the person within the company responsible for executing the plan, etc. / / The employment plan for older workers is subject to the worker?s information and consultation procedure. Employees must be informed and consulted before the action plan is implemented and may express an opinion on the proposed plan. Employers are not obliged to follow these suggestions but have to justify their decisions with respect to chosen measures. At the end, the employer has to inform the employees on the outcome of the plan. The employer can set up an EOW on an annual basis or for a number of years. /
Target group
Older Workers
Policy Field
    Type of Policy
      Duration of the policy
      The policy was initiated as from 1 January 2013 as a result from the Collective Bargaining Agreement No. 104. Still ongoing.
      Scope of innovation
      • Scope: structural
      • Budgets: ///
      • Number of intended beneficiaries: ///
      • Spatial coverage: national
      General description of (intended) objectives and strategies
      The policy aims to raise employment of older workers by improving working conditions for the older workers and investing in their human capital.
      Type of ideal-typical strategy for the innovation
      • encompassing security
      Type of innovation
      • new form of policy-making
      • new policy, practice or measure
      New outputs
      • job guidance, coaching and/or counselling
      • learning workplaces
      • lifelong learning
      • training schemes
      Clarification of intended mechanisms, outputs and outcomes (optional)
      The policy aims to raise employment of older workers (job quantity) by improving working conditions for the older workers and investing in their human capital (job quality). No relevant output/outcome evaluations available yet.
      Intended target group
      Older workers (45+)
      Working age population
      • main source of income: paid work
      Actors involved in policy-making/implementation and/or evaluation
      • employees (organised or individual) (organised)
      • employers (organised or individual) (individual)
      Clarification of the role of various actors
      The measures that are proposed by the company must first be submitted to the employee representatives. In first instance the plan is submitted to the works council. If there is no works council, the draft is submitted to the trade union delegation, or if none exists to the Committee for Prevention at Work or else to the employees of the company. A consultation procedure with employees or their representatives need to be followed, so as to include complementary or alternative suggestions made by employees. / / The plan must be available for consultation by relevant authorities. /
      Intended output
      • job guidance, coaching and counselling
      • learning workplaces
      • leave schemes
      • lifelong learning
      • training schemes
      • working time
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