Quote from Alex bobby on August 17, 2025, 5:34 AM

The world of work is evolving at breakneck speed. From artificial intelligence and digital platforms to green technologies, new skills are being demanded while traditional ones fade into obsolescence. Yet, as the OECD Employment Outlook 2025 highlights, one group of workers risks being left behind: older employees aged 55–65.

The OECD’s warning is stark—there is “an urgent need to boost the skills of older workers” if labour markets are to remain productive, inclusive, and resilient. Despite their experience, older workers are significantly less likely than their younger peers to engage in learning and training, widening a skills gap with serious implications for economies across Europe and beyond.

A Declining Appetite for Learning

According to the OECD, participation in adult learning declines steadily with age. While more than 60% of 25–29 year-olds engage in training, that share falls to 39% among 55–59 year-olds and just 31% among those aged 60–65.

Even more striking is the type of learning undertaken. Non-formal training—short courses, seminars, or workplace instruction—is far more common than formal education across all age groups. Yet for the oldest group surveyed, only 1% of 60–65 year-olds took part in formal learning leading to qualifications in 2023. Learning by doing also weakens with age.

This pattern is not new, but the urgency is greater today as economies adapt to automation, climate transition, and shifting business models.

Why Do Older Workers Train Less?

The reasons are complex. At first glance, one might assume that older workers face more time constraints. Yet, the data tells a different story. In fact, time is less of a barrier for those aged 55–65 than for younger groups juggling careers and families. Only 7% of older respondents said they wanted more training but could not fit it in, compared with 15% of 35–44 year-olds.

Instead, the OECD points to lower willingness to train as a crucial factor. While around 60% of 25–44 year-olds expressed a desire to learn, this falls to just 37% among 60–65 year-olds. Similarly, the share of older people who felt they received less training than they wanted dropped to 17%, compared with 28% among 25–34 year-olds.

Another factor is economics. Employers are often reluctant to invest in older staff training due to a perceived lower return on investment, as workers near retirement age. From a purely financial standpoint, a company might prefer to fund training for a 30-year-old who will stay for decades, rather than for a 62-year-old with only a few years of work left.

Country by Country: Big Differences Across Europe

While the trend is widespread, the scale of older worker training varies sharply between countries.

• Nordic nations lead the way. Norway, Finland, and Denmark see participation rates among 55–65 year-olds at around 50%, while Sweden follows at 43%.
• England also performs strongly, with 43.5% of older adults engaged in training, followed by the Netherlands (41.7%) and Ireland (40.9%).
• At the other end of the spectrum, Poland, Slovakia, and Hungary record less than 18% participation, highlighting a serious gap in central and eastern Europe.
• Among the largest economies, Italy fares worst with 18.5%, while France lags at 21.7%. Germany is slightly above the OECD average at 34.9%.

Interestingly, the age gap is widest in Portugal, where training participation falls by almost 25 percentage points between prime-age and older workers. Italy, by contrast, has one of the smallest gaps at 8.9 points, but this reflects low training levels across the board rather than strong performance among older adults.

Skills Gaps and Economic Costs

The consequences of this training divide are already visible. A 2023 survey by ManpowerGroup found that 75% of employers in 21 European countries struggled to find workers with the right skills. As industries evolve, failing to keep older workers up to date risks worsening labour shortages and limiting productivity.

Moreover, older workers often carry invaluable institutional knowledge and expertise. By failing to support their skills development, employers risk losing more than they save by withholding training funds.

Continuous Learning in a Changing Market

Experts emphasise that lifelong learning is no longer optional. As Pawel Adrjan, Director of Economic Research at Indeed, told Euronews Business:

“Continuous learning is essential in a fast-evolving market. As with previous technological innovations, professionals who proactively learn new tools, platforms, and methodologies will be better positioned to work efficiently with emerging technologies.”

This perspective reinforces the OECD’s central recommendation: training must be well-targeted to older workers’ needs, not simply mirror programs designed for younger employees. That could mean shorter, modular courses, flexible delivery times, or training tailored to digital literacy and sector-specific shifts.

Rethinking the Return on Investment

One of the barriers cited by employers—the shorter remaining working life of older employees—deserves closer scrutiny. While it may be true that a 60-year-old will not deliver decades of post-training productivity, ignoring their development can be shortsighted.

Firstly, employment rates for older workers are rising as retirement ages shift upward. Many 60–65 year-olds today can expect to work another decade. Secondly, training older workers can extend careers, reduce turnover, and bridge labour shortages. Thirdly, investing in training signals that organisations value their senior staff, potentially boosting morale and retention across all age groups.

Here’s a “Looking Forward” section you can add after the conclusion of your older workers training article:

---

Looking Forward

As technology continues to reshape industries and the labour market, the participation of older workers in training will become even more critical. Governments, employers, and training providers will need to rethink how to deliver learning opportunities that are flexible, affordable, and relevant to those nearing retirement age.

The OECD’s call to action suggests that we may see greater investment in lifelong learning policies, tax incentives for employers, and digital tools designed to make training more accessible for older adults. If these measures succeed, Europe and other OECD countries could not only close the skills gap but also unlock the untapped potential of experienced workers who still have much to contribute.

The real challenge is cultural as much as structural: convincing both employers and older employees that learning does not—and should not—stop at 45, 55, or even 65.

Final Thought

Ageing does not mean learning must stop. In fact, in a world of constant change, continuous learning is a necessity at every stage of life. For older workers, keeping skills fresh is not only about employability—it’s about dignity, adaptability, and ensuring their experience remains a cornerstone of the modern workforce.

Conclusion

The message from the OECD is clear: if labour markets are to thrive, societies cannot afford to leave older workers behind in the race for new skills. The skills gap is not just a personal challenge for those aged 55–65—it is a systemic risk to productivity, innovation, and economic growth.

Nordic countries show that high participation rates are achievable. The question is whether other nations will follow their lead by investing in tailored, accessible, and relevant training for older adults.