Introduction
Shifting demographics and labor shortages have made extending work life a key concern in European welfare states, often focusing on competence development as a means to retain older workers. Nevertheless, Danish statistics indicate lower participation in learning among government employees aged 55 and over. In this paper, we investigate the reasons behind this decline, as well as the capacities, motivations, and needs for continued participation, and why and how employees aged 55 and over participate.

Methods
The study is based on 40 interviews and 5 observations conducted in governmental workplaces across Denmark during autumn 2022.

Results
Ageist stereotypes and biases hinder the participation of older workers in competence development, as they assume that motivation for learning is an inherent trait that naturally declines with age. In order to gain a more comprehensive understanding of the factors that influence willingness to participate in later work life learning, we present the framework capacity for competence development. We argue that (non)participation is not static, and that motivation is shaped in a dynamic interplay between older workers, work culture dynamics, and cultural notions of age. This framework highlights the potential for continued competence development among older workers.

Conclusions
Initiatives within the labor market related to competence development often overlook age stereotypes and biases. This means that even when requirements and opportunities appear equal for all employees on paper, not everyone enjoys equal access to competence development. This emphasizes the need for a greater emphasis on individualized learning trajectories that take into account specific life course challenges and opportunities.