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The share of older people on the workplace is increasing and thereby also the dependence of organizations on older employees rises. However, at the moment, older people are in general not well integrated into the workforce. This stresses the need for continuous learning in order to stay employable also in higher ages.Unfortunately, several factors limit the learning potential of older people in practice. Next to a decline in fluid intelligence, several negative stereotypes about old people exist on the workplace, especially in connection with learning and change. Empirical findings about age and learning on the workplace are inconsistent and give little guidance. We therefore aim to take a fresh look on the learning of older employees and focus especially on personal antecedents (goal orientation and future perspective) and the feedback exchange behavior of employees employing a social network analysis approach. Specifically, we hypothesize an effect of chronological age on goal orientation, which is partially mediated by future time perspective. A learning goal orientation and a open future time perspective are in turn hypothesized to be positively related to formal and informal learning (feedback seeking), which will eventually increase employability.After the basic model has been validated in different sectors and countries, a longitudinal field-study will be conducted in order to get a even more detailed look on the learning processes at the workplace.