From 1 to 2 October 2025 took place in Tallin / Estonia a seminar about “A European social framework for activating older people – a response to Europe's ageing population” organised by Europees Forum VZW with the support of EZA and funded by the European Union. 37 representatives of workers’ organisations France, Poland, Belgium, Serbia, Ireland, Estonia, Romania, Finland, Albania, Spain, Portugal and Austria participated in the seminar.
Importance of the seminar
The ageing of the European population is a major challenge for our society. In order to be prepared for the future, policy measures and social dialogue are required on a social, economic and financial level. However, with attention to a solidary society, synergy between generations, the fight against discrimination, social appreciation.
Demographic change has a serious impact on the finances of the European member states, and more specifically on the financing of social security. Declining revenues from employee contributions and rising costs for social security and healthcare necessitate reforms are some of the problems. This is resulting in discussions about reforming or adjusting the pension systems in the member states.
These are profound and difficult discussions that touch on the well-being and prosperity of a significant segment of the population: employees and pensioners. These reforms may undermine the identity-social history--of the social security system of the country and contradict the very reason and necessity for the system's creation. lgnoring the identity of the existing national system often leads to a breakdown in public trust and generates enormous resistance, making the failure of the reform (as history shows) predictable.
The involvement of the population, across all generations, is crucial to enable adjustments and reforms to social security and pension systems without disrupting identity and trust. This requires a thorough tripartite social dialogue and collective bargaining, ensuring the universality, solidarity, adequacy, sustainability, and gender equity of the system.
Topics
The seminar discussed international and European actions in the context of demographic change and the aging population and addressed EU actions and initiatives related to the aging population. On the other hand, the ILO guidelines regarding the need for balanced social reforms negotiated with social partners are the basis for sustainable solutions.
Attention was also paid to the evolution of social security, tailored to the social history and specific needs of each country. Each system is unique, with its own emphasis and organization, where reform hinges on public trust and where social dialogue can play a crucial role.
The reforms of the various pension systems within the EU were discussed, and attention was focused on the challenges they present. Extending lifespans requires extending the working life. Future pension reform should address challenges of social sustainability. More importantly, life course-related social programs, education, labour market policies are needed to support working lives from beginning to end.
Activating older workers and keeping them in work longer is essential in achieving a financially sustainable pension system. This is a very difficult and unique challenge that requires cooperation from all stakeholders regarding labour market policy, flexibility in the pension system, workable work, lifelong career planning, training facilities, education, and improving the health and well-being of employees. The involvement of social partners, employers, and unions is essential to retain and recruit older workers.
General conclusion
Social security systems, and more specifically pension systems, are unique to each country and are not interchangeable because they rely on the specificities of each country. This makes it impossible to replace them with a universal system. Adjustments are necessary in response to demographic changes, but these must be made within a tripartite social dialogue that safeguards the principles of universality, solidarity, adequacy, sustainability, and gender equity of the system. Collective bargaining is essential to develop a system that addresses financial challenges while also ensuring the prosperity and well-being of older workers and pensioners. Trade unions need to play, next to social dialogue and collective bargaining, a role in creating sustainable work, health and safety, well-being at work, training, and support on the work floor.
Conclusions concerning older workers and the ageing population
• Unions play a crucial role in reforming social security and the pension system. This can only be achieved through tripartite social dialogue and collective bargaining.
• Pension system reform must address gender gaps, wage stagnation and precarious work, and a narrowing contribution base due to non-standard work (solo self-employed, freelance, platform work, etc.).
• What is the role of legal migration in the demographic narrative?
• The involvement of social organizations and unions in social dialogue strengthens trust.
• Learn from each other but respect your own culture and history.
• Respect for historical background, cultural environment, and existing relationships between different groups in the community is a basic condition for the success of reforms.
• The challenge lies in a continuous analysis of demographic and socio-economic developments, strengthening basic pensions with protection for vulnerable groups, focusing on working longer, taking into account socio-economic differences, and focusing on lifelong employability (education, health prevention, skills, and workplace adaptation).
• lnvolvement and participation of young people in the process as a way to invest in the future, in solidarity and sustainability.
• Solutions lie in closing the gender gap, increasing the employment rate, migration, and education. This agenda is the responsibility of the government, employers, trade unions, and civil society.
• Quality of work is a key factor in motivating people to stay in work langer.
• lt is important that anti-discrimination legislation is introduced and enforced.
• Older workers must also be given and take opportunities to improve their skills and thus be able to maintain their position in the company for a langer period.