Working life is required to adapt to new challenges brought by the digitalization of work, the transition to remote work, and the development of new practices and services. The aging of the workforce, retirements, skills gaps, and labor shortages challenge the operations of companies. As the retirement age increases, there is a growing need to invest in career management. Breaking myths is necessary to improve the employment opportunities and labor market participation of aging employees over the age of 55. This change is about ensuring a socially sustainable society and strengthening the humane working life of people over 55. It is essential to proactively update the skills of aging employees and raise awareness among companies about career management. Career management is a cornerstone in solving the skills mismatch. Through career management, work careers can be developed in a way that allows as many employees as possible to remain in the labor market. In this project, career management focuses on supporting the work career and motivation of employees over 55, taking into account different life situations. The goal of career management is to promote employee well-being and competence in a proactive manner. The project aims to develop: 1. A work well-being and competence assessment tool (hereafter referred to as the assessment tool) for employees and unemployed individuals over 55, for use by companies and employment regions. The tool will help identify the well-being and skills development needs of individuals over 55. The goal is to provide employees and job seekers over 55 with the opportunity to assess their own well-being and competence in relation to the evolving work environment and labor market demands, and to receive information on how to improve their situation. Similarly, the goal is to ensure that employers (supervisors, HR, and management in companies and organizations) have the knowledge and understanding necessary for career management, especially for conducting assessments and supporting career development. 2. A digital upskilling tool for use by job seekers, employees, employment regions, and employers, which supports the updating of skills and reintegration into the labor market for individuals over 55. 3. A career management development model aimed at extending and strengthening work careers for national use. The results of the project will be developed in collaboration with companies and employment regions. As a result: • Employees and unemployed individuals over 55 participating in the project will receive insights into their development needs in terms of well-being and skills, and support for upskilling. • Companies will gain new expertise in managing the careers of workers over 55, identifying factors related to well-being and competence, and anticipating and responding to challenges in working life. • Employees over 55 will have access to a work well-being and competence assessment tool and an upskilling tool. • A development model for managing the careers of people over 55 will be created, including company-specific models and a development process utilizing assessment and upskilling tools, as well as a practical guidebook for companies. The project’s added value lies in its proactive approach to addressing the skills mismatch on a national level through assessment, upskilling, and career management development in collaboration with companies and employment regions. As a result, career management among the participating labor market stakeholders will be strengthened as part of the solution to the mismatch challenge. At the same time, the ethical and social responsibility of organizations will be reinforced, along with improved employee care. The central innovation of the project is to create tools for employees over 55 to assess their well-being and competence, and to meet their upskilling needs. Additionally, an innovation is to develop a freely usable and shareable career management development model for organizations. These tools and models play a crucial role in strengthening and proactively developing the match between labor supply and demand in Finnish working life through assessment and skill development.