Europe is currently facing a demographic crisis, with a shrinking workforce coupled with increased demands for social services. The labour force in Europe is projected to decrease by an average of two million every year between 2010 and 2030. This represents a loss of 1% of its current size per year for 20 years. Yet, in many countries, most workers still retire (relatively) early. They often do so not because they want to, but because they feel compelled to (or) that they do not have other options. Solutions need to be found to make work more sustainable, and to extend working lives in order to avoid old-age poverty and to reduce state expenditure on pensions and welfare. (Changing places: Mid-career review and internal mobility, Eurofound Report January 2017)Recent OECD research has highlighted that there are many millions of adults in Europe with low levels of functional literacy and/or numeracy skills and that the majority of these are in employment (OECD Survey of Adult Skills (PIAAC) 2016). This has negative implications for their employment potential and longer term career prospects.The concept of the Mid Life Career Review (MLCR) is one which is gradually gaining favour in many countries and the role of social partners in both lobbying for and delivering elements of this is one that could be critical to its success (Eurofound 2017). A MLCR is a holistic engagement designed to cover many topics such as retirement planning, finance, pensions and central to all models of a MLCR - skills. In the UK John Cridland’s very new report on pensions (published 23 March 2017) includes a recommendation to have a mid-life 'MOT' at 50 for skills and pensions. L&W Institute and TUC can take some of the credit for their campaign for everyone to have this mid-life entitlement at 50. This is the perfect time for this project, which can make a real and lasting impact.Our project will develop a suite of new materials to support the delivery of a Mid Life ‘Skills’ Review – with the emphasis on reviewing skills and competences and targeted at adults (at or around 50 years of age) with low levels of basic skills in literacy, numeracy and digital literacy. We will create new materials specifically designed for use both by Europe’s social partners and others in the workplace carrying out similar 'skills review' functions. These materials will include new online ‘gamified’ skills assessment tools in a variety of languages and new online learning modules for the reviewers/assessors. Where there is a learning need identified, learners will be signposted to existing training materials. A platform for hosting these materials will be developed and the materials themselves translated into partner languages. We will also explore with partners how these new resources can be combined with the kind of holistic offer needed for a full MLCR. Further, the reviewers across the partnership will be encouraged to become ‘mid-life skills champions’, with the support of online tools and a virtual e-network. This network will support its members and share ideas and experience.As well as a new suite of materials and in keeping with the European priority for prioritising the recognition of skills and qualifications, we will accredit learning through a new online digital badge and explore linking this into the Europass CV Programme. Badging of this kind is increasingly valued and is an innovation which the lead partner has some existing expertise in using. We will gain further sustainable impacts by: delivering a series of events in each partner country to highlight the new materials and support available; developing a series of employee case studies to highlight some of the positive outcomes from the mid-life skills reviews e.g. progression, promotion, career change etc; and building on or utilising existing learner tracking systems to carry out a longitudinal study of the impact of mid-life skills reviews (going beyond the length of the project) which will focus on 3 key perspectives: workplaces/reviewers/employees.The partners have been selected as all have existing close working relationships with trade unions and all have significant experience in working in the adult education and skills sector. The TUC, as lead partner, have considerable experience through unionlearn and TUC Learning Services of managing large, successful EU projects and were a core partner (alongside the Learning and Work Institute) in the recent successful Mid Life Career Review project funded by the UK Government and whose approach was described as both ‘good practice’ and ‘affordable’ within the 2017 Eurofound report.