Developing a life-phase management policy

Because more and more employees are combining work with homecare tasks, and because of the longer life expectancy and later retirement age, organisations need to have a life-phase management policy.

The starting point of a life-phase management policy is to ensure that every employee, whatever their age, can make a valuable contribution to the organisation. In other words, the policy has to ensure that employees remain effective, motivated, and employable throughout their entire working life. Sustainable employability is therefore an important part of this policy. But where do you start as an employer, and what strategic goals and objectives should you have as an organisation? Ultimately, a life-phase management policy has to match the specific circumstances within each organisation. This is where we can help.

Déhora’s support for a life-phase management policy

Déhora can help with the formulation and implementation of a life-phase management policy. Since 1987, Déhora has successfully provided support to numerous companies, institutions, branch organisations, and trade unions with innovative solutions for life-phase issues.

We can assist your organisation with the definition of the objectives and the practical implementation of a life-phase management policy.

There are various options in the field of strategic workforce planning and management. For example:

  • giving employees more room to set their own working times;
  • the introduction of working times or specific shifts that suit the different age groups;
  • a variable shift allowance policy;
  • the introduction of a new individuel rostering methods (e.g., self-rostering).

What are the results?

A life-phase management policy ensures the long-term development, optimal utilisation, and retention of the knowledge and experience of your employees. Our support will help to increase the employability, commitment, and motivation of your employees. This will prevent the loss of valuable staff and reduce the negative impact of sickness absenteeism.

Example of a life-phase management policy project

Déhora supported the Dutch Association of Theater Companies and Theatre Production Companies with the development of a ‘life-phase management policy’ toolkit for the theatre industry. The first part of the toolkit focused on the details of the life-phase management policy. What is it, what are the objectives, why is it necessary, and what are the components? The second part focussed on the various practical instruments used to implement the life-phase management policy. This included the formulation of several tools, checklists, and practical templates.