Today’s society is going through a profound demographic transformation that is modifying the population structure, the economic fabric and employment dynamics. The senior group, made up of people over 45 years of age, faces specific challenges that require attention and active employment policies.
In this context, the Community of Madrid has launched the Senior Employment Plan 2026-2027a comprehensive strategy aimed at improving the employability of this population group and consolidating a more inclusive, diverse and intergenerational labor market. With an investment of 135 million euros, this plan incorporates 15 measures and 43 actions, and was born as a response to this great challenge. Rocío Albert, Minister of Economy, Finance and Employment of the Community of Madrid, states that “talking about employment means talking about opportunities and that is what this new Senior Employment Plan of the Community of Madrid seeks, that whoever wants to work can work.”
The study “Perception of the labor market in the Madrid senior worker”, prepared by SIGMADOS for the Community of Madrid and CEIMconfirms this reality: 57% of senior professionals perceive age as a risk factor for their employability, promotion or access to training.One in three acknowledges having suffered age discrimination, while many express a feeling of vulnerability in the face of dismissals and return to work.
In this scenario, the Senior Employment Plan 2026-2027 responds to a social need, while representing an opportunity to take advantage of the potential of a trained group.
Among some of the measures in the plan, a specialized Career Guidance Service stands out, which will offer individualized support, workshops to re-signify work history and intensive programs for the long-term unemployed. These services will address not only professional needs, but also social and emotional aspects of unemployment.
Business incentives
To address the other side of the system, meetings with companies, digital tools to detect job offers and a dynamic base between companies will be launched.
Likewise, economic incentives are established for companies that hire people over 45 years of age, with special attention to those over 55, long-term unemployed, women and residents of rural municipalities. In addition, specialized training will be provided in emerging technological sectors such as artificial intelligence, cybersecurity or quantum computing—and courses in areas with high demand for professionals.
Recognition of the career
The Plan will develop intergenerational mentoring programs, in which senior professionals will share their experience with younger workers. The figure of the senior trainer will allow professionals with extensive experience to become teachers and mentors of new generations to strengthen their role in the transfer of knowledge. Awareness days against ageism, communication campaigns and business forums on good practices will also be organized.
On the other hand, the Senior Employment Plan 2026-2027 will promote senior entrepreneurship with advice, training and access to financing. In this sense, Julio Ois, CEO of ASFINassures that “getting started when you don’t have to is difficult but not impossible”, and defended that the seniors “laid the foundations of the technology with which we work today.”
Its effectiveness will be measured through semiannual indicators and a final evaluation report, with the possibility of adapting the measures based on the results. Framed within the Madrid Strategy for Employment, the Plan is born from consensus with social agents and seeks to ensure that seniors are recognized as an engine of cohesion and the future. For the Community of Madrid, the realization of this initiative«represents a strategic commitment to recognize the value of accumulated talent,“which will strengthen social cohesion and offer new opportunities to thousands of people who still have a lot to contribute.”