Population ageing in the Czech Republic is a reality that affects all areas of society – including the labour market.
According to the Population Projection of the Czech Republic 2023–2100 by the Czech Statistical Office, by 2050 approximately 35% of the Czech population will be of retirement age, which means millions more than today. Even now, the share of seniors (65+) exceeds 21%, and their number continues to grow.

An analysis published on the Czech Demography portal, which summarises current trends, shows this even more clearly: the Czech population is not only ageing but also seeing a decline in the proportion of people of working age – those who can actually participate in the labour market.

A Problem That Affects Every Company

In many manufacturing and technical companies today, it is not unusual for the average employee age to exceed 45 years.
A number of key employees are less than ten years away from retirement. Although this is a well-known fact, many companies do not have a plan for how to replace these workers. Recruitment usually starts only when someone leaves – and that is already too late.

According to the latest data from the Ministry of Labour and Social Affairs (MPSV), the Czech Republic will face a significant increase in the senior population while the number of people of productive age will decline.
At the same time, labour market developments show stagnation or even a decrease in employment in the industrial sector – as confirmed by the Czech Statistical Office’s analysis for the first quarter of 2025.

How to Respond

Companies regularly prepare investment plans, production schedules, and growth strategies. However, what is often missing is a personnel plan.
Who will replace the employees who are about to retire?
When should the transfer of know-how begin?
Is it realistic to find a new colleague on the market, or will another approach be needed?

A good first step is a simple age structure analysis.
Once you know, for example, how many employees are less than five years away from retirement, you can start preparing a succession plan – whether internal or external.

It is also worth cooperating with a staffing agency that has an overview of workforce availability in your region, knows the current recruitment possibilities, and can offer flexible cooperation models (e.g. try & hire, temporary assignment, etc.).

What We Offer

At KR-BA Employment Agency, we build cooperation with our clients on a long-term approach.
We monitor labour market developments, analyse workforce availability, and build databases of suitable candidates.
We help companies not only with fast recruitment but above all with a sustainable plan for maintaining a functional team.

Because we believe that recruitment is not a coincidence – it’s a strategy.