Due to an increasing and fast developing working environment, businesses and employers are nowadays forced to adapt to changing work-environmental impacts much more quicker, resulting in an increase of education and training of employees. Additionally, because of demographic changes, the number of aged employees will also increase in the future. This combination requires quality training and continuous education especially for the older working population, which can partially be fulfilled by using the widely acknowledged information- and communication technology called e-learning. Since many employers and businesses are facing these challenges, this master thesis will analyse how e-learning can contribute to on-the-job training for older workers. The first chapter will provide definitions of various terms such as age/ageing, the perception of age and aged labour force. Furthermore, core developments of how learning- and performance capabilities are changing throughout an employees life as well as how older people learn will be described. Taking into consideration that e-learning is used as a tool for employers and businesses to ensure on-the-job training and education, this topic will therefore also be made a subject of discussion, focusing on the different characteristics of e-learning and the currently most applied forms. E-Learning may be used as a tool to individualize learning processes for the older working population. Based on the findings of how e-learning and learning of the older employees can be combined, several challenges for businesses and employers are identified, such as insufficient technology and media competences of employers and a lack of customized learning and training opportunities. Once these challenges are identified and outlined, this thesis provides some guidance and recommendations for action on how technology and user interfaces, context and didactics as well as learning across generations and lifelong education can be supported.