Refers to a coordinated set of policies, practices, programs, organizational cultures, and support structures designed to help employers recruit, retain, develop, and engage workers across all stages of life, particularly older adults. An age-friendly employer system recognizes the value of a multigenerational workforce and seeks to eliminate barriers related to age while promoting opportunities for lifelong learning, career mobility, workplace flexibility, health and well-being, and productive employment.

An age-friendly employer system helps create environments in which workers can remain active, contribute their knowledge and skills, transition between careers, access reskilling and upskilling opportunities, and continue participating in the workforce as they age. Common characteristics include:

• Age-inclusive hiring, recruitment, and promotion practices.
• Flexible work arrangements, phased retirement options, and alternative career pathways.
• Lifelong learning, upskilling, and reskilling opportunities for workers of all ages.
• Recognition and utilization of the experience, expertise, and institutional knowledge of older workers.
• Support for intergenerational collaboration, mentoring, and knowledge transfer.
• Workplace policies that address health, caregiving responsibilities, financial well-being, and changing career goals.
• Efforts to combat age discrimination, age bias, and age stereotyping.
• Workforce planning strategies that account for demographic shifts, increased longevity, and evolving labor market needs.

The concept reflects growing recognition that longer life expectancies, declining birth rates in many regions, labor shortages, and changing career patterns are transforming the relationship between aging and work. Age-friendly employer systems are increasingly viewed as an important component of workforce development, talent management, economic competitiveness, and healthy longevity strategies.