The Decline in Adult Learning Among Older Workers
The landscape of work is constantly evolving, with some industries thriving while others fade away. According to the World Economic Forum’s Future of Jobs Report 2025, there is a pressing need for workers to adapt their skills to keep up with these changes. The Organisation for Economic Co-operation and Development (OECD) emphasizes that older workers, specifically those aged 55 to 65, require urgent support in developing new competencies.
Despite this, participation in non-formal learning and training among older individuals lags significantly behind that of younger adults. In 23 European countries, only 32% of older workers engage in such activities, compared to 49% among those aged 25 to 54. This gap varies widely across nations, highlighting the need for targeted interventions.
When Does Learning Stop?
Data from the OECD Employment Outlook 2025 reveals a clear trend: participation in adult learning declines as people age. In 2023, just one-third of individuals aged 60 to 65 participated in any form of adult learning within the past year, whereas over half of those aged 25 to 44 did so. The average covers 29 countries, most of which are in Europe.
The percentage of the population engaging in adult learning drops sharply after the age of 45. Among 25 to 29-year-olds, more than 60% participate, but this figure falls to 39% for those aged 55 to 59 and 31% for those aged 60 to 65. Non-formal training, which includes on-the-job learning and workshops, is more common than formal education across all age groups. However, it is especially rare among older individuals, with only 1% of 60 to 65-year-olds participating in formal learning programs.
Why Are Older People Less Likely to Learn?
Several factors contribute to the lower participation of older workers in learning and training. One key reason is a reduced willingness to engage in further education. The share of individuals who express interest in training decreases significantly with age. Among 25 to 44-year-olds, about 60% want to participate in training, but this drops to 37% for those aged 60 to 65.
A similar pattern is observed in the proportion of people who feel they have not received enough training. Among 25 to 34-year-olds, 28% report this, but the number drops to 17% among those aged 55 to 65. Time constraints also play a role, though they are less of a barrier for older individuals. Only 7% of 55 to 65-year-olds cite time as a reason for not training, compared to 15% of 35 to 44-year-olds.
Variations Across European Countries
Participation rates in non-formal training among older workers vary greatly across Europe. In Nordic countries like Norway, Finland, and Denmark, participation rates among 55 to 65-year-olds reach around 50%. Sweden follows closely at 43%, while England has the highest rate outside the Nordic region at 43.5%.
In contrast, countries like Poland, Slovakia, and Hungary report the lowest participation rates, all below 18%. Among Europe’s largest economies, Italy has the lowest at 18.5%, followed by France at 21.7%. Germany, however, stands at 34.9%, slightly above the European average.
The gap between younger and older workers in terms of training participation is widest in Portugal, where it reaches 24.7 percentage points, and smallest in Italy, at 8.9 percentage points. However, this does not mean that older workers in Italy are better off, as their overall participation rate remains among the lowest in Europe.
The Need for Action
Economic theory suggests that employers may be less inclined to invest in training for older workers due to shorter remaining working lives. This makes it even more critical for governments to take action. The OECD recommends four key strategies:
- Focus on boosting the skills of older workers.
- Address barriers to job mobility.
- Confront ageism and other forms of discrimination.
- Promote productivity growth through AI and automation.
As life expectancy increases, many countries have raised the retirement age to keep older workers in the workforce longer. This shift underscores the importance of ensuring that older employees have access to continuous learning opportunities to remain competitive in an ever-changing job market.