By crossing the symbolic bar of the 60 % employment rate among seniors, France records a remarkable performance. It is the first time for half a century that such a level has been reached. Published on July 23, 2025 by DARES, this data has confirmed a dynamic committed for several years. But this advance is not enough to fill the delay with the rest of Europe. Behind the figures, the question of the sustainability of the professional trajectories of the older ones becomes a central subject, both for businesses and for the public authorities.
60.4 % employment among 55-64 year olds: an increase supported by political effort
In 2024, according to data consolidated by Dares and INSEE, the employment rate of 55-64 year olds was established in 60,4 %against 58.4 % in 2023. This progression has been an unprecedented summit since 1975. Seniors participate more actively than ever in national economic dynamics, especially in the tranche of 60-64 answho reaches 42,4 %or a significant increase.
This movement is an extension of the structural reforms of old age insurance, but also of a gradual repositioning of companies on the issues linked to the aging of the active population. However, the effects of this policy remain heterogeneous according to the activity sectors, the territories and the levels of qualification.
Persistent delay in the face of European standards
Despite this increase, France remains below the European Union averagewhich rises to 65,2 % For seniors. France is thus located at 17th European rankfar behind Sweden (78.1 %) or Germany (75.2 %).
These figures illustrate a structural reality: in many European countries, maintaining seniors has been the subject of active policies for more than a decade. Working time developments, tax incentives for hiring, or continuing education after 55 years are widely mobilized levers elsewhere, while in France, these devices are still not very widespread or poorly targeted.
A changing labor market, but still unequal
According to INSEE, the overall employment rate of 15-64 year olds reached 68.8 % in 2024while the national unemployment rate amounted to 7.4 %. Seniors display a lower unemployment rate: 5,2 %. This difference could indicate a more stable insertion, but it must be nuanced.
Indeed, the lack of indicators on the quality of employment – nature of contracts, part -time suffered, level of remuneration – limits the analysis. None of the sources available makes it possible to precisely identify the weight of precariousness in elderly workers. The underemployment, in particular, remains a statistical blindness in monitoring this population.
A systemic issue for businesses and assets
The evolution of the use of seniors exceeds the simple question of figures. It initiates deep transformations for human resources, training policies and management models. The extension of the career duration involves rethinking the courses, the evolution of skills and the adaptation of positions to professional wear.
This evolution poses specific issues. Between maintaining strategic responsibilities, transitions to expertise functions or support for succession, aging questions organizations about their ability to enhance experience without penalizing innovation.
The role of successive reforms in the current dynamics
The increase in the employment rate of seniors in France cannot be dissociated from recent legislative developments. By gradually deciding the actual retirement age and by establishing incentives to extend professional activity, the public authorities have informed the trajectory of the labor market for those over 55. This orientation is confirmed by Dares, which notes a more marked increase in employment among 60-64 year olds, an age group directly concerned by these legislative adjustments. However, the available data do not allow the respective weight of regulatory constraints and individual choices in this development.
With 60.4 % employment among 55-64 year olds, France has taken an important step. But the gap with its European neighbors shows that the battle is far from won. It is no longer just a question of participation, but of conditions of employment, quality of life at work and intergenerational balance. In order for active aging to be translated into professional exhaustion, it will take much more than a record figure.
