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Case studies

The case studies collected here demonstrate some of the practical ways in which the challenges of an ageing workforce have been successfully addressed. They include an age management programme in a local government organisation in Finland, using performance reviews, management training and occupational healthcare provision to reduce sick leave and increase retirement age; the introduction of lifting equipment and changes to work organisation in a roofing microenterprise in Germany, with the aim of retaining older workers; and a programme providing new equipment and better lighting and improving work organisation in a Polish sewing plant that eliminated accidents, reduced absenteeism and increased precision.

09/03/2016
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Employee-owned Domel Holding d.d. is a large global producer of electric motors, employing 952 workers with an average age of 40 years. Since 1998, their health-promotion team has focused on the prevention of ill-health to reduce sickness absence and health promotion to improve employee well-...See more

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09/03/2016
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Northumbrian Water Group Limited (NWL) supplies and manages waste water systems. Of the total workforce, 30 % is over 50 years old. - Sickness absence due to musculoskeletal disorders and stress costs GBP 1 million annually. NWL’s ‘Wellbeing Programme’ aims to prevent health problems before they...See more

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09/03/2016
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DARTEX is a small sewing plant with 14 female employees working five-day single shifts. Repetitive tasks, performed seated, increase the risk of musculoskeletal disorders. Safety and health issues impacted on productivity and customer satisfaction, as well as sickness-absence. In addition to...See more

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09/03/2016
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ISS Facility Services provide facility and property management services. Of 29,835 employees, 1,834 are entitled to senior benefits. The work is physically and mentally demanding so measures targeting the health of older workers were introduced based on collective agreements with trade unions....See more

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09/03/2016
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St. Olav’s Hospital employs 9,726 people, 2,000 of whom are aged over 55 years. Early retirement costs are high and the hospital wishes to retain experienced workers. While there is no legal requirement, St. Olav’s developed a senior policy in partnership with its trade unions and external...See more

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