Promoting the creation of an age-friendly work environment in Lithuania

Problema

Lithuania is the second fastest ageing country in the European Union. Such demographic changes increase pressure on the country’s economy as well as on its health care and social services systems. The European Commission forecasts that expenditures related to population ageing will rise from 14.8% of GDP (2022) to 19.4% by 2070.

Population ageing inevitably also shapes the Lithuanian labour market. The number of people of working age is declining, while the pension burden is increasing. Older people are working longer before retirement and make up a growing share of employees – accordint to State Data Agency information, in 2025 there were more employees aged 55–64 in the labour market than those aged 15–29, and every twentieth employed person in Lithuania was of retirement age.

However, the participation of older people in the labour market faces many systemic barriers. Their opportunities are limited by deteriorating health, workplaces that are not adapted to their needs, lack of motivation, mismatches in skills and qualifications, regional differences in job supply, and family care responsibilities. Due to these reasons, more than half of long-term unemployed people in Lithuania are aged 50 and above.

The situation is further complicated by widespread ageism – age discrimination and stereotypes experienced by older people in the workplace. As many as 30% of people aged 50–64 report having experienced discrimination when applying for jobs or at work, and among those aged 60–64 this figure reaches 35.6%. One fifth of older employees indicate a lack of information about employers who value older workers positively, and therefore often rely on personal networks when looking for work.

The systematic inclusion of older workers in the labour market and their retention is important not only because of fiscal and demographic challenges. Higher employment among people aged 50+ also improves their psychological and physical health, reduces social exclusion, and provides opportunities to continue developing, learning, and remaining active.

An age-friendly and inclusive work environment benefits organisations and employers themselves. Research shows that organisations applying equality and diversity principles use their business potential more efficiently and create higher-quality services and products. The experiences and skills of employees of different ages help better understand different customer groups, strengthen employee motivation and performance, and increase organisational profitability and reputation.

The active role of employers and workplaces in including and supporting older employees is essential in building a sustainable Lithuanian labour market.

Tikslas

The goal of the project is to create a national initiative that encourages Lithuanian employers to develop an age-friendly work environment, reduce ageism, and systematically include people aged 50+ in the labour market.

Dalyviai

2025/26

Aušrinė Dapkevičiūtė

2025/26

Ieva Astraukienė