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["Toolkit on Good Practices for Encouraging Longer Working Lives"]

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["Good practices to encourage employers to hire and retain older workers"]
["Country","In general","Preventing discrimination in employment on the basis of age","Taking a balanced approach to employment protection by age","Discouraging mandatory retirement by employers","Encouraging the social partners to review the use of seniority wages","Encouraging good practice in  managing an age-diverse workforce","Country Note link "]
["Austria","- -","2015 - PES Awareness-raising campaign featuring testimonials of successful persons over 50.","2017 - Abolishment of the rule protecting most workers aged 50 and above from being dismissed. ","- -","- -","- -","Austria"]
["Belgium","2013 - Mandatory Employment Opportunity Plan for all older workers in private firms with more than 20 employees, including measures to retain or increase the number of workers aged 45 and above. ","2017 - Campaign  “There is no age for talent” launched by VDAB (PES in Flanders), including events organised by unemployed people aged 55 and above to motivate their peers and employers. ","- -","- -","- -","2013 - Partnership between regional PES and the NGO DUO for a JOB: mentees being young jobseekers, either non-European or Belgian from a non-European background and mentors, experienced volunteers aged over 50. ","Belgium"]
["Bulgaria","- -","- -","- -","- -","- -","2016 - Amendments to the Civil Servants Act on job-sharing option for key positions in administration: retired and younger, inexperienced civil servants perform the functions of a position simultaneously. ","Bulgaria"]
["Croatia","- -","2011 - Project “Supporting Equality in the Croatian labour market” launched to organise training on discrimination, equality and inclusion of diversity in the workplace for labour market stakeholders. ","- -","- -","2015 - Adoption of an Action Plan  for regulating the wage system in the public sector. ","- -","Croatia"]
["Cyprus","- -","2005 - Adoption of a ten-year action plan for older people and creation of a monitoring committee to follow up on its implementation.  A new Strategy for Older Persons covering  2017-2020 is being drafted by the Government.","- -","- -","- -","Grey Hair – Experienced Hands Campaign, including a Good Practices guide for the employment of older workers  published by the Hellenic Network for Corporate Social Responsibility and Opinion Action Services Ltd.","Cyprus"]
["Czech Republic","2013-2017 - National Programme of Preparation for Ageing to raise companies’ awareness of age management tools.","- -","- -","- -","- -","Since 2014, the “Tandem of Generations – Fostering Intergenerational Change” project, funded by the ESF, has been implemented in three selected regions.","Czech Republic"]
["Denmark","- -","- -","- -","Abolishment of mandatory retirement age of 70 for civil servants in 2008 and for employees in the private sector in January 2016.  ","- -","Guidelines on diversity called “The inclusive labour market – How do we create room for all?” from the Working Environment Council for Services.","Denmark"]
["Estonia","- -","- -"," 2007 - The  Supreme Court declared dismissals merely on the basis of age illegal. ","- -","- -","2013 - Seminars across the country  conducted by the Ministry of Social Affairs to inform employers about demographic changes and encourage them to plan their human resources wisely. ","Estonia"]
["Finland","- -","- -","- -","- -","2003-2007 - A New Pay System (NPS)  adopted gradually for central government employees. The NPS was introduced through a collective agreement that aimed to decentralise pay and to use management-by-objective techniques.","2011 - In the framework agreement of the social partners, special chapter devoted to the development of working life.","Finland"]
["France","- -","2005 - Skills-based recruitment method developed by Pôle emploi: candidates are selected on the basis of tested skills without consideration of age and positions previously held. ","The Delalande contribution introduced in 1987, payable by an employer terminating an employee aged 50 or over, was scrapped in January 2008 because it acted as a disincentive to hire older workers.","Mandatory retirement before the age of 70 has been prohibited in the private sector since 2010 and constitutes unfair dismissal. ","- -","2008 - Introduction of the Diversity label in consultation with the social partners and experts: AFNOR Certification to 354 organisations in mid-2017.","France"]
["Germany","(1) Since 2002, activities of the Initiative New Quality of Work (INQA) include collecting good practice examples at the company level, conducting research, elaborating guidelines, and training experts in demography; and (2) Since 2014, the programme “Corporate Values People Matter” provides support to help SMEs develop holistic age management approaches.  ","2013 - The Federal Ministry of the Economy has published guidelines for recruiting older workers.","- -","- -","- -","(1) Collective agreements addressing age management issues concluded in several sectors; and  2)  Since 2006, the Demography Network, set up by the Federal Ministry of Labour and Social Affairs, promotes good practice across companies. ","Germany"]
["Greece","- -","2016 - The Law against discrimination stipulates that the Ombudsman is responsible for monitoring and promoting application of the principle of equal treatment among the wider public and the the private sector.The ombudsman publishes a report annually on complaints concerning discrimination.Efforts have been made to re-establish and reinforce co-operation between the ombudsman and the Labour Inspectorate.   ","- -","- -","- -","The Economic and Social Committee commissioned the study in 2012 “Roadmap of active ageing in Greece 2012-2020”, a tool for age management practices targeted at human resource management.","Greece"]
["Hungary","- -","- -","- -","- -","The current wage system for civil servants, implemented in five stages from 2013 to 2017, is more and more a value-based career scheme and at the county and district levels of public administration, the employer has tremendous discretion in settling wages based on evaluations.","- -","Hungary"]
["Ireland","- -","The Equality Mainstreaming Approach initiative, managed by the Irish Human Rights and Equality Commission and involving the social partners, is facilitating and supporting institutional change within providers of vocational education and training, labour market programmes and SMEs.","- -","- -","- -","The Workplace Relations Commission will publish a Code of Practice on Longer Working in 2018.  Employer and trade union representatives are involved in drafting the text. ","Ireland"]
["Italy","- -","- -","Since 2015, employment protection increases with tenure (and not age) in the new standard contract. ","- -","- -","Financial resources to support corporate training activities  have been used for i) corporate, sectoral and individual training plans agreed by the social partners; ii) corporate training vouchers defined by framework agreements among the social partners; and iii) vouchers for individual training activities. ","Italy"]
["Latvia","- -","Awareness raising activities, including providing information on and assistance in the employment of older workers (handbooks for employers and PES workers), conferences, regional seminars, discussions, consultations and other health promotion and disease prevention measures.","- -","- -","- -","“Golden Helmet” competition organised by the  State Labour Inspectorate for the Good Practice Award to companies that take measures to maintain workers’ ability to perform and provide them with a decent job suited to their abilities while reducing stress.","Latvia"]
["Lithuania","- -","- -","- -","The new Labour Code in force since 1 July 2017 does not allow age to be a legitimate issue to terminate the employment relationship.","- -","2013-2014 - “Best Agers Lighthouse Project” conducted age management interventions in selected companies and public organisations.  ","Lithuania"]
["Luxembourg","- -","- -","- -","- -","- -","2012 Lëtzebuerg Diversity Charter , an initiative promoted by private- and public-sector firms, non-profit bodies and government agencies under the umbrella of IMS Luxembourg (Inspiring More Sustainability), including a Diversity day and Diversity Awards.","Luxembourg"]
["Malta","- -","The National Commission for the Promotion of Equality (NCPE) is empowered to safeguard equal treatment on the ground of age and has taken various actions.","- -","- -","- -","- -","Malta"]
["Netherlands","Since 2012, shift of the responsibility for sustainable employability in working life from the government to social partners at all levels, and to the company level in particular.","Since 2005, screening of age discrimination in vacancy announcements through a project entitled “Vacancies for all ages\"  by the Age and Society Expertise Centre and the Netherlands Institute for Human Rights with funding from the Ministry of Social Affairs and Employment.","(1) \"Mirror-image\" principle in a collective redundancy: the distribution of layoffs must respect the age balance in a company.  (2) The 2015 Working after Retirement Age Act contains measures reducing risks related to hiring employees who have reached the state pension age. ","- -","- -","2015-2020  “Diversity at Work” project of the Labour Foundation assisting companies that want to take a firm step towards (age) diversity by establishing a charter.","Netherlands"]
["Poland","- -","Include in job offers the logo \"50+ friendly\".","- -","No legislated mandatory retirement age in the social insurance system. ","- -","Since 2014 - Inter-mentoring project of the Civil Service Department in public administration. ","Poland"]
["Portugal","- -","- -","- -","- -","- -","2012 - The government published a guide for business promoting Active Ageing and Solidarity between Generations.","Portugal"]
["Romania","- -","- -","- -","National Strategy for Promoting Active Ageing and Protection of the Elderly and its Action Plan foresee implementing between 2018 and 2020 an amendment of the law for the employment of civil servants that will encourage maintaining them in employment at the request of the civil servant and upon consent of the employer.","- -","- -","Romania"]
["Slovak Republic","2013 - National Programme for Active Ageing (NPAA) adopted by the government for the period 2014-2020 to create favourable working conditions for the ageing population, and remove obstacles to persons older than 50 for longer and better working lives.","- -","- -","- -","- -","2016 - Working group to evaluate measures for the employment and employability of older people created by the Minister of Labour, Social Affairs and Family composed of public authorities, social partners and NGOs.","Slovak Republic"]
["Slovenia","Since 2017 - The programme Comprehensive Support to Companies for Active Ageing of Employees focuses on: (i) providing support to employers for more efficient human resources management; (ii) skills upgrading of older employees and; (iii) raising the awareness of the challenges that ageing workforce is facing. A catalogue of measures was issued. ","- -","- -","- -","- -","Since 2017 - The Prolongation of Work Activity aims at developing a holistic model of management of older workers. 200 company’s should be included by the end of 2020.","Slovenia"]
["Spain","2011 - Launch of the programme Strategy 55+ as a result of previous discussions between the government and the most representative social and employer organisations. It emphasises raising social awareness of the positive work values of older workers. The proposals put forward are closely linked with social responsibility.","- -","- -","- -","- -","- -","Spain"]
["Sweden","- -","2011 - The Equality Ombudsman published a report on age discrimination in working life.","- -","- -","- -","- -","Sweden"]
["United Kingdom","Since 2011, the Health at Work network of the Public Health Responsibility Deal has developed a series of workplace pledges to help employers to improve the health and well-being of their employees.","- -","- -","- -","- -","The government has funded a project in co-operation with the National Institute of Adult Continuing Education (NIACE) to develop and test different models of mid-life career reviews.","United Kingdom"]

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["Good practices for promoting the employability of workers throughout their working lives"]
["Country","In general","Enhancing participation in training by workers in their mid- to late careers","Providing effective employment assistance to older jobseekers","Enhancing job quality for older workers","Country Note link "]
["Austria","2017 - Demography Counselling programme  launched in Q2 to promote life cycle-oriented working environments. ","2013 - Part-time training allowance to raise employees’ willingness to enter further training. ","2014 - Employment Initiative 50+ providing wage subsidies, in-work benefits and  arranging for temporary employment for older workers in social enterprises.","- -","Austria"]
["Belgium","2017 - The Flexible and Workable Work Act reforms the training system and focuses on improving working conditions throughout a career to enable workers to work longer and make a higher retirement age achievable.","Mechanisms set up for recognising and validating skills in Flanders and in the French Community.","2012 - Return-to-work supplement for unemployed workers aged 55 and above who take up salaried employment or become self-employed.  "," 2016 - Arduous work allowance paid  to salaried workers who are transferred from arduous to less strenuous work with the same employer and who suffer a loss of income as a result. This allowance has been recently removed in Flanders and in the German-speaking Community and is available in Wallonia and Brussels.","Belgium"]
["Bulgaria","- -","2015 - Conditions and procedures for validating professional knowledge, skills and competences came into force. ","Since 2012 - Chance for Work Project providing different measures to enhance the employability and adaptability of the unemployed over 50. ","Since 2013 -  EU project \"Strengthening the capacity of health professionals to improve the health of the ageing workforce\".","Bulgaria"]
["Croatia","- -","Since 2013 - Lifelong Career Guidance Centres (CISOKs) established through the project “Improving Lifelong Career Guidance and ICT support”. ","Employment subsidies (up to 50% of gross annual wages) targeted towards unemployed persons aged 50 and above threatened by social exclusion and long-term unemployment. ","- -","Croatia"]
["Cyprus","- -","- -","2016 - Hiring subsidy scheme for the unemployed aged 50 and above, co-funded by the ESF covering 70% of the employer’s total costs per person for a period of ten months. The employer is obliged to employ the worker for 12 months, i.e. 10 months with subsidy and 2 months without subsidy.","2007-2012 - Strategy on Safety and Health at Work to reduce the frequency of occupational accidents by 25%. An Action Plan for the establishment and operation of a Workers Health Surveillance System was adopted. ","Cyprus"]
["Czech Republic","2010-2012 - Elaboration of a methodological manual for employment offices, for training providers, and for other organisations that work with people aged 50 and above. ","The POVEZ II (Support of Vocational Training of Employees) project favours those employers who involve older persons in training (at least 20% over the age of 54).","Since 2006, job-search courses for unemployed jobseekers aged 50 and above.","- -","Czech Republic"]
["Denmark","- -","Job-rotation scheme allowing the temporary replacement of employed people taking up education with unemployed people (30% older than 50). A subsidy is provided to employers. ","In 2017, 23 local independent Senior Networks receiving PES financing: unemployed older workers are reaching out to employers directly through participation in teams to find jobs for themselves or to promote other older workers as a resource. ","2012-2015 - Fund for Better Working Environment and Labour Retention providing “prevention self-help kits” with financial assistance to enterprises, including a special “Senior Starter Kit”  in 2013. ","Denmark"]
["Estonia","2013 - Campaign for 55+ workers launched  to inform older workers about the possibility of receiving help from the PES. ","- -","(1) Since 2016, the New Work Ability Allowance requires those with some work capacity to register as unemployed and gives participants access to activation measures; (2) Since 2015, the UI Fund began to offer several ALMPs to people reaching retirement age.  ","The Labour Inspectorate regularly carries out different activities to raise awareness among employers and employees regarding the importance of good working conditions. ","Estonia"]
["Finland","2012-2015 - Creation of the Forum for Well-Being at Work, platform for sharing information and best practices, increasing the availability and visibility of networks and services for well-being at work and strengthening co-operation and supporting partnerships, ","2014 - A new adult VET programme launched for low-qualified adults aged 30-50. This programme is allied with the system of Competence-Based Qualifications.","- -","(1) 2011-2012  “90 day rule” requiring a negotiation process after 90 days of sick leave; (2) 2007-2011 - The Masto Project, run by the Government, aimed to prevent depression-related incapacity by tackling mental health problems at an early stage;    (3) Since 2011, an amendment to the Employment Contracts Act entitles working carers to take extended care leave.  ","Finland"]
["France","Since 2017, all salaried workers have been able to create an individual activity account, including an individual training account, a work prevention account and a community service account. (Self-employed workers from January 2018).","- -","2006-2015 - Differential redeployment assistance was granted when an unemployed person receiving benefits took a job for which the pay for the same hours was at least 15% less than their previous job. ","- -","France"]
["Germany","- -","Since 2006, the PES started a programme called WeGebAU with the goal of promoting further training in companies for low-skilled workers and workers aged 45 and older.","2005-2015 - The Federal Ministry of Labour and Social Affairs run the “Perspective 50 Plus – Employment Pacts for Older Workers in the Regions\". ","(1) Since 2007, the Joint German Health and Safety Initiative was set up to improve safety and health protection in workplaces; (2) 2006-2010 - The project LagO, “Prolonging Working Life in Healthy Organisations”, was carried out as part of the “Decreasing Work-Related Diseases Programme”. ","Germany"]
["Greece","- -","(1) Since 2012, 50plus Hellas has been providing free ICT training to older people with the support of a national telecommunications company and local authorities; (2) Since 2014 -  The programme “Training vouchers in sectors of economic activity with obligatory guaranteed employment”  provides vocational training for unemployed adults.","Several employment subsidies aimed at the development of local labour markets include unemployed aged 45 and above among their target groups. Rules include the obligation of the employer to continue employment after the subsidy expired for a certain period of time, and the requirement that companies should not to have reduced their staff or changed the employment status of their staff.","The programme ”Help at Home” offers care services at home for elderly people who are family members dependent on unemployed persons or persons threatened by unemployment.","Greece"]
["Hungary","- -","The  government has introduced a lifelong learning strategy for the period 2014-2020 based on the Economic Development & Innovation Operational Programme (EDIOP) to enhance lifelong learning, increase participation and improve access to adult lifelong learning.","2013 -  Job Protection Act. Tax allowances on both social contributions and vocational training contributions were introduced and are available for employers of five target groups, including employees aged 56 and above.","- -","Hungary"]
["Ireland","2013 - Launch of the National Positive Ageing Strategy. Its objectives include the development of age-friendly workplaces, flexible workplace practices and gradual retirement schemes, as well as improving the availability of and access to a wide range of opportunities for continued learning and education for older people. From 2014 to 2017,  a Healthy and Positive Ageing Initiative (HaPAI) conducted research regarding the effectiveness of the National Positive Ageing Strategy.","(1) 2014-2019 - The Further Education and Training (FET) Strategy aims to improve access to high-quality guidance and counselling services; (2) The Springboard+ initiative offers free higher education courses at certificate, degree and masters level leading to qualifications in areas where there are employment opportunities;  (3) The Training Networks Programme (TNP), now referred to as “Skillnets”, is a state-funded, enterprise-led support body dedicated to the promotion and facilitation of training and up-skilling.  ","- -","- -","Ireland"]
["Italy","- -","(1) Since 2010, the joint Multi-Sectoral Fund for Continuing Training (Fondimpresa) provides rewards for funded programmes that benefit a large share of workers aged over 45; (2) 2012 - A law set the terms for the creation of an institutional system of validation of experience and skill certification. ","Employers’ organisations and local institutions (especially municipalities) have developed many initiatives at the local level – often by using resources from ESF – to finance projects for reintegration of unemployed persons who are older than 50. These activities are focused on placement, training, and support of self-employment.","(1)  2008 - The Single Act regarding Occupational Health and Safety states that collective bargaining and bilateral institutions can establish arrangements related to health and safety in workplaces; (2) 2013 - National strategy launched to prevent accidents at work and occupational diseases; (3) Relatively generous long-term leave policy for working carers.","Italy"]
["Latvia","- -","2017 - Amendments to national ALMP regulation giving support to recognition of informal skills that have been developed in working life for the registered unemployed, particularly for older jobseekers. ","2016  - Broad activation programme for the long-term unemployed, including vocational guidance support; rehabilitation from addiction; health checks and recommendations on suitable job placements; psychological and psychiatric help; motivation programmes; and mentoring support. ","- -","Latvia"]
["Lithuania","- -","(1) Study leaves regulations are in place that are linked to tenure; (2) Universities of the Third Age implement the programme \"Development of the Adult Education System by Providing Generic Competences to Learners\"; (3) 2014-2020 - Competency vouchers are used for implementing skills upgrading and competency development initiatives. ","(1) In 2015, the PES launched the programme \"Support of Older Unemployed Persons\"; (2) Start-up incentives are provided to disabled unemployed persons with 0-40% reduced working capacities.","(1) 2017 - The New Labour Code foresees more working time flexibility for employees in order to meet personal needs; (2) The Occupational Health Centre of the Institute of Hygiene carries out research on the link between health and working conditions; (3) National Public Healthcare Development Programme for 2016-2023 includes a number of measures in the area of occupational health.","Lithuania"]
["Luxembourg","- -","2010 - Validation of acquired experience (VAE), whereby formal or informal experience is rewarded by certification. "," 2017 - New hiring subsidy (Emploi d’insertion) for long-term jobseekers aged 50 and above until the day on which the employee is awarded a retirement pension.","- -","Luxembourg"]
["Malta","- -","(1) University of Malta offers a Master in Lifelong Career Guidance and Development; (2) The National Commission for Further and Higher Education, in charge of validating informal and non-formal learning,  makes sure that validated learning corresponds to the learning outcomes in established occupational standards that are reviewed by Sector Skills Units.","- -"," The Occupational Health and Safety Authority developed a set of guidelines in the “Framework for Action to Control Stress at Work” targeted at all workers. ","Malta"]
["Netherlands","2012-2017 -  “Sustainable Employability” Programme: a key driver to enhancing employability throughout the life span, bolster work ability at any age, and implement age-aware policies.","2016 - More instruments available to validate prior learning, such as intake assessments, e-portfolios and “regular” courses exemption procedures. ","The network training “Successful to Work” formed the basis of the 2013 “Action Plan 55+ Works”: insight into competencies, presentation skills and networking with employers. ","Sector Plans initiated by the social partners aim at stimulating inter-sectoral mobility.","Netherlands"]
["Poland","2008 - Different measures of the \"Solidarity across Generations\" programme to encourage longer professional activity of people aged 50+.","2014 - A National Training Fund (NTF) established to co-finance employer-paid training for workers: workers aged 45+ as target group in 2014-2015.","Wage subsidies for employers hiring unemployed aged 50+.","Development of Social Services in Local Environment programmes to support the economic activity of caregivers of dependent persons aged over 50.  ","Poland"]
["Portugal","- -","(1) 2005 - 2010 - The New Opportunities Initiative (INO) provided low-qualified adults (employed workers, unemployed and inactive persons) with formal recognition of non-formal and informal learning and related education and training; (2) Since 2016, the programme Qualifíca has the objectives to qualify half of the labour force with upper secondary education by using upskilling courses and recognition and validation of prior learning.","- -","- -","Portugal"]
["Romania","- -","2013 - A mechanism for recognising and validating skills was introduced.","Since 2012 - Specific subsidies available for employers hiring individuals over the age of 45.","- -","Romania"]
["Slovak Republic","- -","Improving digital skills and inclusion of disadvantaged individuals, including older people, a priority in “eGovernment”.","The national programme “We Want to Be Active on the Labour Market 50+” provides financial support that specifically targets older workers. ","- -","Slovak Republic"]
["Slovenia","- -","(1) The PES offers specific lifelong career guidance to older people and to employers (Workshops “Career After 50s\"); (2) 2011-2014 - The programme “Formal Education and Training for the Employed,” promotes training investment in employees by their employers. Target groups were older employees (50+), disabled persons and lower educated women. ","- -","Activities designed to raise awareness on safety and health at work have been conducted over the past decade, partly in co-operation with the social partners. ","Slovenia"]
["Spain","- -","2007 - Creation of certificates of professionalism. These certificates allow workers to demonstrate the professional qualifications they have acquired in the course of their career, and are fully aligned with the country’s established skill units for vocational qualifications. ","Companies that provide permanent contracts to unemployed workers aged 55-64 benefit from discounts in employer contributions made to social security. These discounts amount to 55% during the first year that the contract is in force, and 50% thereafter. "," Strategy 55+, within the OHS guidelines relating to the working conditions of workers aged 55 and above, considers preventive measures, based on risk assessment, health supervision, as well as training in, and information on, safety at work. ","Spain"]
["Sweden","Since 2008, the Rehabilitation Chain for people with health problems has been introduced and active support from the PES is provided for people who have been on sick leave for 2.5 years and those who have been receiving temporary sickness compensation to help them back to work.","(1) Vocational training may be offered within the framework of municipal adult education; (2) The responsibility for carrying out validation is divided between educational providers, the PES and different sector organisations.","(1) The New-Start Jobs programme is aimed at people who have been receiving unemployment benefits, sickness benefits, sickness and activity compensation, or financial assistance for more than one year, among whom many are aged 50 and above. (2) To help redundant workers to find a new job and/or change jobs, Career Transition Agreements have been established as part of collective agreements between job security councils and the social partners. ","The Occupational Health Service is a trade association for occupational health and safety offering consultation services to employers.","Sweden"]
["United Kingdom","- -","Many of the Government’s initiatives (e.g. apprenticeships, Skills for Life programmes) are available to workers of all ages and the advanced learning loans are available to people aged 24 and above. Public funding is also available to support apprenticeships for adults, including those already in employment.","Since 2011, the New Enterprise Allowance (NEA) aims to help people who are interested in becoming self-employed to start their own businesses. Although the NEA is not age-specific, self-employment is a popular choice for older people who find themselves out of work. ","(1) Since 2010, the Statement of Fitness for Work (“fit note”) aims to improved the quality of doctors’ discussions with their patients regarding return to work, during which the doctor and patient evaluate the patient’s general ability to work; (2) Since 2015, the Care Act places new duties on local authorities in England to support adult carers.","United Kingdom"]