What Lessons Can Employers Learn from France’s Bold Move on Older Workers?

There has long been a disconnect between the immense value midlife employees can offer and the actual opportunities available to them. That’s why the recent announcement by the French government – a national campaign to boost employment for workers over 50 – feels both revolutionary and long overdue.

France’s labor minister, Astrid Panosyan-Bouvet, captured it perfectly:

“The underemployment of the over-50s is a real economic, human, and social waste.”

She’s right, and not just economically, but socially and ethically too.

France is tackling the issue head-on with three interlinked priorities: changing attitudes, policy, and practice.

1. Changing Attitudes
   A nationwide communication campaign will launch to challenge age-related stereotypes and promote the career stories of older workers. What’s especially encouraging is the emphasis on visibility for older women, who are an often doubly marginalised group in the labour market. This isn’t just feel-good PR, but a necessary cultural shift to remind employers that experience is not a liability – it’s an asset.
2. Changing Policy
   Legislation is coming in June to support these goals. The bill will include mid-career interviews, more flexible end-of-career arrangements, and a new ‘Experience Enhancement Contract’ to support jobseekers over 60. These are tangible steps that give structure to what has too often been overlooked in other countries.
3. Changing Practice
   France Travail (formerly Pôle Emploi) will provide personalised support, training and retraining opportunities under the Atout Seniors programme, which is being rolled out nationwide. It’s practical, local, and human-centred, which is exactly the kind of approach need if we want to see real change.

For the US, UK, and many other countries with ageing populations, this initiative should serve as both a wake-up call and a blueprint.

We already know the demographics: people are living and working longer. And yet, many over-50s face diminishing prospects despite their wealth of experience. That’s not just a personal tragedy, it’s an economic misstep. If other countries are serious about addressing productivity gaps, skills shortages and even social inequality, integrating older workers into the heart of their talent strategy is essential.

Whilst employers bide their time for similar action to take place in their countries, they must be leading the charge for this inclusivity initiative in their own organizations. This means auditing recruitment processes for age bias, actively offering mid-career development plans, and endeavouring to create flexible paths to retirement that support contribution rather than exit.

France’s campaign is bold, pragmatic, and above all, it’s hopeful. OrgShakers prides itself on being a company that is age inclusive – so much so that half of our team are midlife workers – and so with firsthand experience of these inclusive practices, we are experts in helping companies cease the opportunities that this group of untapped talent can provide. If you would like to discuss just how we can help you do this, please get in touch with us today!