lthough the age of the working population is rising and younger employees become a scarcer resource, older workers often seem to be ‘last resort workers’: at the bottom of employers’ preferred kind of workers. One reason for this is that older workers are thought to be less flexible and open for change and learning. In our contribution, we focus on the influence of age on learning opportunities at work and employee well being and mobility in a sample of more than 5000 employees working in the sectors education, retail and sales, and production in seven European countries. The results show that older employees experience more learning opportunities in their job than younger employees. Furthermore, learning opportunities on the job are positively related to employability and job satisfaction, and negatively related to the intention to quit. Older workers score lower on employability and intention to quit, and higher on job satisfaction. Also, age has a moderating role in the relationship between learning opportunities on the one hand, and job satisfaction and intention to quit on the other hand. This means that older workers benefit more from learning opportunities at the work place in terms of their job satisfaction and their intention to keep working in their organization in comparison to younger workers. The results lead to the conclusion that fostering learning opportunities on the job can be an important means to foster older workers’ well being and employability. The implications in terms of HR policies will be discussed.