Population ageing and labour shortages are becoming increasingly important challenges for European businesses. At the CAMIC conference Demography and Labour Market, held in Prague on 10 November 2026, representatives from research institutions, banking, human resources, healthcare and other sectors discussed how demographic trends could reshape the future of employment.
The discussion highlighted a central message: companies must rethink how they attract, retain and develop employees to remain competitive in an ageing labour market.
1. Czechia’s Labour Market Faces Growing Demographic Pressure
The Czech Republic already operates within a relatively tight labour market. According to figures presented by Jiří Vyhlídal from RILSA Brno, Czechia recorded an employment rate of 83.1% among people aged 20–64 in the second quarter of 2026, compared with 68.2% in Italy.
Czech unemployment stood at 2.8%, compared with 5.7% in Italy.
Demographic projections suggest that younger generations entering the workforce will increasingly struggle to replace older employees approaching retirement.
For Czech businesses, this could mean greater recruitment difficulties, rising employment costs and increased competition for qualified workers.
2. Employee Retention and Reskilling Become Business Priorities
One of the conference’s main conclusions was that retaining experienced employees may become more valuable than replacing them.
Older workers often possess extensive professional knowledge, practical experience and an understanding of internal business processes.
However, companies may underestimate their potential.
Research presented during the conference indicated that only 35.7% of Czech workers aged 55–64 had participated in professional training during the previous 12 months, compared with 48.1% of those aged 45–54.
Businesses should therefore reconsider their approach to workforce development by investing in continuous training, flexible working arrangements and internal career opportunities.
These measures can help preserve essential skills while reducing dependence on external recruitment.
3. Artificial Intelligence and Digital Transformation Require New Skills
Artificial intelligence and digital transformation were another major focus of the discussion.
Representatives from UniCredit emphasised that technology itself is not necessarily the greatest challenge. The real difficulty lies in developing the internal capabilities required to implement it effectively.
Rather than automatically replacing employees when new technologies emerge, businesses should consider reskilling their existing workforce.
Combining experienced employees’ organisational knowledge with new digital competencies can strengthen productivity and adaptability.
Intergenerational knowledge sharing also becomes increasingly important, allowing younger and older employees to exchange skills and perspectives.
4. Employee Wellbeing and International Mobility Support Workforce Sustainability
The conference also highlighted the economic importance of preventive healthcare, physical activity and employee wellbeing.
Representatives from the Czech National Sports Agency stressed that healthier employees can remain active and productive for longer.
Meanwhile, international labour mobility represents another potential response to workforce shortages.
Recruitment from other European countries and beyond can help Czech employers access skills that may be difficult to find locally.
However, migration alone cannot fully resolve the challenges created by population ageing.
5. What Czech Businesses Should Do Next
Demographic change requires companies to adopt a more strategic approach to human resources.
Businesses should assess which employees and skills are essential, identify opportunities for retention and retraining, and introduce working conditions that support different generations.
Investing in professional development, digital competencies and employee wellbeing can help organisations prepare for future labour market pressures.
The key takeaway is clear: workforce management should no longer be viewed simply as an operating cost, but as a long-term strategic investment.
For companies operating in Czechia, preparing for demographic change today may become an important factor in maintaining competitiveness tomorrow.
Source
CAMIC – Czech-Italian Chamber of Commerce and Industry, Demography and Labour Market, conference held in Prague on 10 November 2026.
The article is based on data, presentations and insights shared by speakers during the conference, including contributions from RILSA Brno, UniCredit and the Czech National Sports Agency.
Featured image: AI-generated illustration.
