For several years now, companies and society have been successfully addressing the associated challenges and improving employment opportunities for older people. In Germany, the number of people aged between 55 and 64 in employment is now rising every year. In 2024, the employment rate for this age group reached an all-time high of 75.2%. By way of comparison, in 2005 the figure was only 46%. This means that in recent decades, no age group has seen such a sharp increase in labour force participation as the 55 to 64-year-olds. Even in the 60 to 64 age group, the employment rate has risen from 50% in 2013 to 65% in 2023.

Germany currently ranks fifth in the EU in terms of employment among older people - only Sweden, the Czech Republic, Estonia and the Netherlands have a higher proportion of older people in employment. Despite these undeniable successes, however, the employment rate among older people in Germany remains significantly lower than that of 20- to 64-year-olds as a whole, which stands at 81.3%.

Aiming for a long period of gainful employment

With this in mind, the aim remains to improve the conditions for a longer working life for as many man and women as possible. At the same time, the question of how to deal with older workers and ageing workforces, where the keywords are recognition and appreciation, is by no means the only issue. Rather, it is also important to address the preventive design of working conditions in order to maintain not only the health but also the working capacity of all workers throughout their entire working life.

The Later Life Workplace Index (LLWI) (in German) helps enterprises take targeted action to adapt working conditions for their older employees. A new practical manual enables them to conduct structured self-assessments and highlights effective measures that sustainably promote older workers’ employability.

Gainful employment as a health-determining factor

At the same time, it must also be taken into account that participation in gainful employment is a resource that affects an individual's health. In this respect, it is not enough to discuss work solely from the perspective of workload and requirements.

Socio-demographic aspects

Within the context of demographic change, BAuA's considerations are not restricted to the ageing of the potential labour force. They also take account of other socio-demographic aspects of the population structure, addressing not only age but also other significant characteristics. These include, for example, gender or migrant background (cultural identity and language skills). The increasing diversity in the labour market offers great opportunities on the one hand, but presents new challenges for companies on the other.

A broader prevention culture

Maintaining and promoting an individual's capacity to work and employability throughout their working life is the decisive strategy for healthy ageing in the workplace. The gradual raising of the statutory retirement age and the aim to close the gap between the actual and statutory retirement ages create a need for measures that are both age- and ageing-appropriate. In particular, the significant variance between occupational groups with respect to health-related early retirement necessitates flexible working models, less strenuous procedures and a new work culture. Within this strategy, one key element is the realisation of a broader culture of prevention in workplaces.

BAuA field of action "Demographic Change"

BAuA adresses the topic of "Demographic Change" in a variety of ways: the results produced by research are used in policy advice and are translated into guidance for workplace practice in order to support safe and healthy workplaces by providing up-to-date knowledge. Research focuses on analysing and assessing the impact of workload and work demands. This forms a basis for analysing the opportunities and risks that gainful employment presents for health, as well as for physical and cognitive performance.

In addition to research, support is also provided to programmes and initiatives that develop practical instruments and trial these directly in the workplace setting. These efforts are focused by the Initiative New Quality of Work (INQA) and its various networks.