HR Research 55plus

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Welcome to the survey – and thank you for your time.

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More people are retiring, and fewer are entering the workforce. At the same time, digitalisation and AI are changing demands for everyone – regardless of age.

For 55+, it’s getting harder to find new opportunities. How is your organisation responding?

We need your perspective!

Whether in HR or management: your input helps us better understand 55+ in the labour market – your age doesn’t matter.

Choose the country of your workplace * Required

General information about you and your employer

We use your information to analyse the answers in more detail, e.g. by function, age and sector. Your answers will of course remain anonymous.

Functional Area * Required

Line Manager

HR Professional

Other

Birth year and month * Required

MMM-yyyy

Gender * Required

Male

Female

Other

Employer's Sector * Required

Company Size * Required

Canton of your place of work * Required

Assessment of the age structure at your employer

What is your subjective assessment of the age structure at your employer?

How would you assess the age structure in your company? *


The proportion of older employees is rather high Required
The proportion of younger employees is rather high Required
The age structure is balanced Required
The age structure is not relevant Required

	Strongly agree	Somewhat agree	Somewhat disagree	Strongly disagree
The proportion of older employees is rather high Required
The proportion of younger employees is rather high Required
The age structure is balanced Required
The age structure is not relevant Required

Do you see a need for action regarding the age structure of your employer? *


The proportion of older employees should be increased Required
The proportion of younger employees should be increased Required
The current age structure should be maintained Required
No action required Required

	Strongly agree	Somewhat agree	Somewhat disagree	Strongly disagree
The proportion of older employees should be increased Required
The proportion of younger employees should be increased Required
The current age structure should be maintained Required
No action required Required

Remarks

Potential of employees 55plus and your employer's practice

How do you assess the added value, the skills of employees aged 55+ and the way your employer deals with these employees? What would be your objectives for this group of people?

What potential do you see for your employer in employees aged 55+? *


Retaining and attracting skilled labour Required
Strengthening competitiveness Required
Increasing diversity both internally and externally Required
Promoting innovation, new ideas and perspectives Required
Preserving expertise and knowledge Required

	Strongly agree	Somewhat agree	Somewhat disagree	Strongly disagree
Retaining and attracting skilled labour Required
Strengthening competitiveness Required
Increasing diversity both internally and externally Required
Promoting innovation, new ideas and perspectives Required
Preserving expertise and knowledge Required

What skills and potential do you see in 55+ workers? *


Professional competence, expertise Required
Professional network Required
Understanding of customers Required
Experience in dealing with change Required
Shaping digital transformation, AI, new technologies Required

	Strongly agree	Somewhat agree	Somewhat disagree	Strongly disagree
Professional competence, expertise Required
Professional network Required
Understanding of customers Required
Experience in dealing with change Required
Shaping digital transformation, AI, new technologies Required

How would you rate your employer's practice with regard to employees aged 55 and over? What priorities can you recognise? *


Retention and employment until regular retirement age Required
Retention and employment beyond the regular retirement age Required
Targeted recruitment of employees aged 55 and over Required
Targeted recruitment of employees 65plus Required
Support in early retirement Required
No recognisable practice Required

	Strongly agree	Somewhat agree	Somewhat disagree	Strongly disagree
Retention and employment until regular retirement age Required
Retention and employment beyond the regular retirement age Required
Targeted recruitment of employees aged 55 and over Required
Targeted recruitment of employees 65plus Required
Support in early retirement Required
No recognisable practice Required

Which goals and practices do you personally consider important with regard to employees 55plus? *


Retention and employment until regular retirement age Required
Retention and employment beyond the regular retirement age Required
Targeted recruitment of employees aged 55 and over Required
Targeted recruitment of employees 65plus Required
Support in early retirement Required
No specific targets Required

	Strongly agree	Somewhat agree	Somewhat disagree	Strongly disagree
Retention and employment until regular retirement age Required
Retention and employment beyond the regular retirement age Required
Targeted recruitment of employees aged 55 and over Required
Targeted recruitment of employees 65plus Required
Support in early retirement Required
No specific targets Required

Remarks

Age and generation management: activities and needs of your employer

What does your employer do with regard to older employees? What activities would you consider important?

Personnel marketing, recruitment

How long should employees be with your company as a minimum for the induction programme to be worthwhile? * Required

3 years

4 years

5 years

>5 years

Up to what age does your employer usually hire the following groups of employees? *


Managers Required
Specialists Required
All employees Required

	up to 50 years	up to 55 years	up to 60 years	>60
Managers Required
Specialists Required
All employees Required

Is your employer's salary system strongly dependent on age? * Required

Yes

Does your employer use age filters? * Required

Yes

Does your employer maintain and promote recruitment and selection practices that are fair to all age groups, e.g. by placing greater emphasis on skills and experience than on qualifications? * Required

Yes

It is planned

Would be important

No need

Does your employer specifically target older applicants in recruitment or other personnel marketing activities? * Required

Yes

It is planned

Would be important

No need

Talent development and retention

In your opinion, what is the optimum length of time to remain in the same position? * Required

up to 4 years

up to 8 years

up to 12 years

unspecified

Up to what age can employees usually change their function at your employer? * Required

up to 50 years

up to 55 years

up to 60 years

>60 years

Does your employer offer specific career assessments and career discussions for employees aged 50 and over? * Required

Yes

It is planned

Would be important

No need

Does your employer actively promote employability through further training? *


Learning on the job incl. corresponding time budgets Required
Financing of further training Required
Specific programmes for employees 50plus, e.g. on new technologies Required

	Yes	It is planned	Would be important	No need
Learning on the job incl. corresponding time budgets Required
Financing of further training Required
Specific programmes for employees 50plus, e.g. on new technologies Required

Does your employer promote internal mobility through career options for employees aged 50 and over? Does it promote: *


Career development Required
Internal change of function Required
Content-related adaptation of the function Required

	Yes	It is planned	Would be important	No need
Career development Required
Internal change of function Required
Content-related adaptation of the function Required

Does your employer offer the following working time models for older employees? *


Annual working hours Required
Part-time up to 80% Required
Part-time up to 60% Required
Job sharing Required

	Yes	It is planned	Would be important	No need
Annual working hours Required
Part-time up to 80% Required
Part-time up to 60% Required
Job sharing Required

Does your employer offer occupational health management measures? *


In the area of situational prevention, e.g. ergonomics, work organisation Required
In the area of behavioural prevention, e.g. stress management, dealing with stress Required

	Yes	It is planned	Would be important	No need
In the area of situational prevention, e.g. ergonomics, work organisation Required
In the area of behavioural prevention, e.g. stress management, dealing with stress Required

Generation Management

Does your employer support co-operation between the generations? Does it promote:


Mixed-age teams Required
Exchange of knowledge within the workforce, e.g. transfer of experience from older to younger employees, technical expertise from younger to older employees Required
Managers' engagement with the views, issues and needs of the generations, reflection on prejudices Required
Employees' dialogue with the views, topics and needs of the generations, reflection on prejudices Required

	Yes	It is planned	Would be important	No need
Mixed-age teams Required
Exchange of knowledge within the workforce, e.g. transfer of experience from older to younger employees, technical expertise from younger to older employees Required
Managers' engagement with the views, issues and needs of the generations, reflection on prejudices Required
Employees' dialogue with the views, topics and needs of the generations, reflection on prejudices Required

Retirement and continued employment

Does the employment relationship with your employer end at the statutory retirement age without any further agreements? * Required

Yes

Can employees themselves choose the date of termination of the employment relationship due to age, as long as performance and behaviour are right? * Required

Yes

Does your employer offer retirement preparation programmes in the form of location assessment meetings, courses or similar? * Required

Yes

It is planned

Would be important

No need

Does your employer encourage early retirement? * Required

Yes

It is planned

Would be important

No need

Does your employer promote phased retirement? * Required

Yes

It is planned

Would be important

No need

Does your employer specifically approach the following groups of employees about the possibility of continued employment after retirement? *


Managers Required
Specialists Required
All employees Required

	Yes	It is planned	Would be important	No need
Managers Required
Specialists Required
All employees Required

Does your employer offer employees further employment opportunities after they reach retirement age? *


Full-time in the same function Required
Part-time in an adapted function Required
Employment on call Required
Freelance on a contract basis Required

	Yes	It is planned	Would be important	No need
Full-time in the same function Required
Part-time in an adapted function Required
Employment on call Required
Freelance on a contract basis Required

Does your employer maintain a pool of retired employees that it can employ if necessary? * Required

Yes

It is planned

Would be important

No need

Remarks

Statements *


For around 30 years, employees have been told to become more flexible. It is time for companies to show more flexibility too. Required
Companies should stop terminating employment relationships just because employees have reached a certain age. Required
Companies lack the experience to tap into the potential of the 55-plus workforce. Required
The shortage of skilled labour could be significantly alleviated if companies were to recruit and promote more inclusively. Required
More flexible working conditions would be a benefit for all generations. Required
Companies are looking more at developments in technology and regulation and less at social developments such as demographic change. Required
We tend to work too much rather than too little. Those who can afford it should retire as early as possible. Required
Many people want to work longer because they enjoy working. Required
Older workers are still discriminated against, even though their numbers are increasing year on year. Required
Older skilled workers who show commitment and initiative have very good chances on the labour market. It depends on the individual. Required
With the rapid pace of technological development, it is becoming even more difficult to keep employees in the labour market until retirement age. Required
The different generations on the labour market are very similar. They want flexibility, appreciation and meaningful work. Required

	agree	rather agree	rather disagree	disagree
For around 30 years, employees have been told to become more flexible. It is time for companies to show more flexibility too. Required
Companies should stop terminating employment relationships just because employees have reached a certain age. Required
Companies lack the experience to tap into the potential of the 55-plus workforce. Required
The shortage of skilled labour could be significantly alleviated if companies were to recruit and promote more inclusively. Required
More flexible working conditions would be a benefit for all generations. Required
Companies are looking more at developments in technology and regulation and less at social developments such as demographic change. Required
We tend to work too much rather than too little. Those who can afford it should retire as early as possible. Required
Many people want to work longer because they enjoy working. Required
Older workers are still discriminated against, even though their numbers are increasing year on year. Required
Older skilled workers who show commitment and initiative have very good chances on the labour market. It depends on the individual. Required
With the rapid pace of technological development, it is becoming even more difficult to keep employees in the labour market until retirement age. Required
The different generations on the labour market are very similar. They want flexibility, appreciation and meaningful work. Required