Introduction The workforce in the EU is ageing; therefore, age-related occupational safety and health (OSH) strategies are crucial. However, men and women face different age-related challenges and are differently affected by issues in the workplace throughout working life. In order to inform policy, debate and future research on sustainable work, it is important to identify and understand these differences.

Methods Published and ‘grey’ literature were reviewed. Case studies on retaining older workers featuring female-dominated work were described and analysed. Input was received from discussion at two European seminars. Issues explored included caring for relatives, the menopause, MSDs and incorporating a gender-sensitive approach into OSH and ageing workforce actions.

Results The key findings were:

• sex– and gender–related differences in working conditions persist throughout the working life; the cumulative physical and emotional impacts of women’s work should not be underestimated;

• support is needed for risk assessments that incorporate the complexities of age and gender;

• long periods in low–level jobs, without career promotion, can lead to long–term exposure to hazards;

• equal access to rehabilitation and vocational training must be addressed;

• simple non–stigmatising workplace measures can support women going through the menopause;

• workplace health promotion strategies need different approaches for male and female audiences; flexible work measures need to be relevant to carers of elderly dependants and to both men and women;

• labour inspectorates should have clear diversity strategies;

• older female workers should be viewed as a valuable asset and the double discrimination that older female workers may face should be addressed through awareness raising.

Conclusion It is important to create sustainable working patterns for older workers, with a specific focus on older female workers, through measures that address workloads, work tasks, flexible working hours, the work–life balance, support in the workplace for specific gender-related health issues and workforce development.