The demographic shift towards ageing societies is one of the key drivers of change in labour markets and in skills development systems. Globally, by 2050 one out of every three persons in developed countries will be over the age of 60. In developing countries, one out of every five persons will over the age of 60. What this means in the labour market is that instead of there being 9 persons of working age to support every person over the age of 50, by 2050 there will be only 4. Ageing societies in Europe and Asia especially are going to face labour shortages, as well as challenges for their pensions, health care, and social security systems. What are the options? Help persons stay employed longer? Increase labour market participation rates? Import labour from other countries? Improve the productivity of persons in prime working years? Curb discrimination of older workers? Prepare more workers for growing occupations in health care and services? All of these options have important implications for national skills development systems – in particular for targeting training to new groups who need to keep their skills up-to-date, for labour market information systems and employment services, and for combating myths and outright discrimination against older workers in training and in opportunities for decent work.