On 30 September 2026, at the “Grand Hotel Vilnius”, the Lithuanian Ministry of Social Security and Labour hosted the conference „Ilgaamžiškumo era: kuriame sistemas ilgesniam ir kokybiškam gyvenimui“ (eng. The Era of Longevity: Building Systems for Longer and Better-Quality Lives), dedicated to the International Day of Older Persons. Dr. Sarmitė Mikulionienė, a sociologist at the Institute of Sociology of the Lithuanian Centre for Social Sciences (LCSS), who is involved in the VAM research project implemented by the LCSS Institute of Law, delivered a presentation entitled „Kaip kurti lanksčią, amžiui ir lytims jautrią darbo rinką ilgaamžiškumo eroje? Darbinio gyvenimo ilginimo prielaidos“ (eng. How to Build a Flexible, Age- and Gender-Sensitive Labour Market in the Era of Longevity? Preconditions for Extending Working Life).
Drawing on K. Nilsson’s (2024) theoretical model of Sustainable Working Life for All Ages – SwAge and SHARE data (N=2,745) on workers aged 55 and over in Estonia, Latvia, Lithuania, and Poland, analysed using CHAID algorithms, the researcher emphasised that mechanically raising the statutory retirement age no longer ensures sustainable labour market participation in later life.
The study revealed a substantial impact of the legal regulatory framework. Estonia’s “soft” model, which allows greater flexibility in combining pension benefits with employment income, results in only 16% of working women and 18% of working men aged 55 and over wanting to leave the labour market as soon as possible. In contrast, Lithuania’s “strict” model is associated with widespread employee fatigue: as many as 83% of working women and 86% of working men in this age group wish to retire at the first available opportunity.
To create favourable conditions for longer working lives, the researcher proposes introducing greater legal flexibility, allowing employees to choose combinations of employment and pension benefits that best suit their individual circumstances. She also emphasises the need to strengthen occupational health monitoring and disease prevention, as well as improve workplace ergonomics.
At the same time, workplaces should adopt gender-sensitive standards that promote greater autonomy in performing work tasks and non-discrimination, while strengthening employees’ social inclusion and emotional well-being. Particular attention and resources should be devoted to improving working conditions and opportunities for skills development among workers with lower levels of education, as they are particularly vulnerable in terms of maintaining long-term employment.
Such adaptations of social institutions can help transform longevity into a source of societal strength.

The presentation was prepared based on the findings of the project “(Not)prolonging the working life of older women: legal environment, guarantees and intentions – VAM”, funded by the Research Council of Lithuania (contract No. S-MIP-24-29).