Abstract
This study investigates how companies in Tekirdağ, Türkiye perceive and respond to the challenges posed by an ageing workforce. In light of Türkiye’s rapidly shifting demographic structure, the research explores whether private sector employers have begun to develop strategies for age management or whether the issue remains overlooked in organizational planning. Using a qualitative case study approach, the study draws on semi-structured interviews with human resources professionals, managers, and administrative staff across various sectors, complemented by analysis of company documents and policy reports. Findings suggest that awareness of age-related workforce challenges is limited, and formal age management policies are largely absent. Most companies rely on generic occupational health and safety practices without integrating age-specific measures such as ergonomic adjustments, training for older workers, or flexible retirement pathways. While some employers acknowledge the potential value of older workers, ageist attitudes and short-term labor needs often dominate hiring and retention practices. The study highlights a critical gap in employer preparedness for demographic change and underscores the need for national and regional policy frameworks that support organizational adaptation. It argues that without strategic planning at the firm level, the sustainability of labor markets in ageing societies like Türkiye will remain vulnerable.
Presenters
Yelda BektaşFaculty Member, Labour Economics and Industrial Relations, Tekirdag Namık Kemal University, Tekirdag, Turkey
Details
Presentation Type
Paper Presentation in a Themed Session
Theme
Public Policy and Public Perspectives on Aging
KEYWORDS
Ageing Workforce, Age Management, Private Sector, Qualitative Research
