Population ageing implies an older-than-ever workforce. This implies a challenge for the employers, namely for the Human Resource managers, who have to implement policies enhancing employability and productivity of older workers.

Since the 2012 European Year for Active Ageing and Solidarity between Generations many initiatives have been proposed by the EU Commission to promote  an active role of elderly people in society, to encourage healthy ageing and to strengthen solidarity between generations.

From the business perspective, the aging of the workforce is faced with a range of measures that go under the name of “Age Management”. This includes: leading the competence transfer between generations, monitoring and supporting the time and procedures of retirement, exchanging knowledge between youngest and oldest workers (reverse mentoring), life-long learning, and the monitoring of workers’ health with periodical medical checkups.

In this paper we address the issue by illustrating experiences in different European countries, including surveys on attitudes of the employers toward their workforce ageing and the strategies adopted. The aim is to enlighten the good practices in terms of Age Management and the role of public institutions.