The retention of older workers has become a key policy issue in
European welfare states. Consequently, there is an increased
focus on how lifelong learning, or continued competence development,
can extend working life. This article explores the
dynamics of competence development among employees
aged 55 years and older regarding their learning practices and
attitudes toward competence development, based on qualitative
fieldwork conducted in nine governmental workplaces
across Denmark. To gain a comprehensive understanding of
the factors that influence willingness to participate in competence
development, the article introduces the analytical framework
“capacity for competence development” and highlights
five factors that influence this capacity: time, economy, learning
culture, energy, and purpose. The article argues that (non)participation
in competence development is not static and is not
solely the responsibility of employees or managers. Rather, it is
co-produced by complex workplace dynamics, including policies,
age stereotypes, as well as ways of organizing work and
learning. In conclusion, the article emphasizes the potential for
competence development and suggests that most employees
aged 55 years and older want to participate but await the right
circumstances. Their participation could be enhanced through
an increased focus on the five identified factors in the capacity
for competence development.