Embracing the growing number of older employees in work

A new study suggests there is a record number of workers over 50 in employment, so employers do need to think seriously about how best to support them.

Research has found employment levels for this age group are growing faster than any other.

The report, from a digital company that provides advice to older people, revealed there are now 10.9 million people aged 50 or over in work [1] cited 8.4.24

The number is said to be the highest ever, with workers who have celebrated half a century of life or more, now making up a third of the UK workforce.

The increase in the number of those aged between 50 and 64 in work has risen from 56 per cent to 72 per cent in the last 30 years.  

The press release that detailed the findings said it was encouraging to see the soaring numbers of 50+ workers increasingly contributing to the economy and helping meet labour and skills needs over the past 30 years.

It added: “But we should not allow these history-making figures to lull us into a false sense of complacency. The data also tells us that there are over 200,000 more older workers out of the labour market since before the pandemic. We know that hundreds of thousands of people aged 50 and over would love to add to these employment figures if there were jobs out there with the right support.

Data published last year showed record numbers of people in their 50s and older were in part-time work, with one quarter of workers in their 50s working part-time [2] cited 8.4.24

While previous analysis from the Trades Union Congress (TUC) revealed that nearly one in three overnight workers at the time were aged over 50 [3] cited 8.4.24

The figures, published in 2019, showed over-50s accounted for about 924,000 of a record 3.2 million people who regularly worked through the night at that time.

The TUC called for better protection for night workers' health and wellbeing, saying the government does not do enough.

The reasons over 50s are now working in record numbers are wide ranging and vary.

Historically employees worked up until State Pension Age (SPA) when they retired.  From the 1940s until April 2010, SPA was 60 for women and 65 for men.

There is no UK retirement age or default age of retirement (forced age of retirement). Any employee can work for as long as they like and choose when to retire.

It means employees can keep working beyond 65 if they want or need to. However, there are certain circumstances in which an employer can legally force an employee to retire, but it must be for a legitimate and good reason.

This can happen in a situation where a role requires a worker to have a particular level of mental or physical abilities, or has an age limit set by another law.

Other reasons why employees are working longer, is the growing trend that has seen many over 50s opting for a gradual transition into retirement rather than a sudden stop, as it is seen as beneficial for their health, social connections and overall well-being.

For many there is also a financial necessity, especially with the cost of living crisis and insufficient pension funds.

The pandemic also hugely impacted on the jobs market, in creating new opportunities for older workers. Some transitioned into new professions like teaching and construction through sector based support, the government launched an initiative to support older workers in finding employment and the shift to working from home opened up opportunities.

These are just some of the factors that have combined and contributed to the record number of over 50s remaining in, or returning to, the workforce.

The rise in older workers is an opportunity for employers to benefit from their experience and expertise.

Here we take a look at how organisations can embrace and support over 50s in work

Should workers be treated differently based on their age?

Employers should recognise and accommodate different needs that employees may have at different stages of their careers.

However, employment law requires all employees to be treated equally regardless of age.

The Equality Act 2010 makes any type of age discrimination unlawful.[4] cited 8.4.24

It means that both older workers and their younger colleagues should have the same opportunities and be subject to the same policies in the workplace.

This helps to ensure a fair and inclusive work environment in which everyone, irrespective of their age, can contribute and progress.

The Equality Act does allow different treatment because of age in very limited circumstances e.g. occupational requirements, positive action, the Armed Forces or employing people under 18 [5] cited 8.4.24

Discrimination because of age is only allowed where it can be objectively justified.

What happens if an older worker is treated unfairly as a direct result of their age?

Age discrimination is when an employee is treated differently because of their age in one of the situations that are covered by the Equality Act [6] cited 8.4.24

The treatment could be a one-off action or as a result of a rule or policy based on age. It does not have to be intentional to be unlawful.

There are four main types of age discrimination.

• Direct discrimination happens when an employee is treated worse than a colleague in a similar situation because of their age.

• Indirect discrimination happens when an organisation has a particular policy or way of working that applies to everyone but which puts people of a particular age group at a disadvantage.

• Harassment occurs when an employee is made to feel humiliated, offended or degraded because of their age.

• Victimisation is when an employee is treated badly because they have made a complaint of age discrimination under the Equality Act. It can also occur if they are supporting someone who has made a complaint of age discrimination.

The consequences for an employer that fails to prevent age discrimination can be severe.

An 89-year-old former medical secretary who was unfairly dismissed from her post at a NHS Trust was awarded £200,000 in compensation [7] cited 8.4.24

The increase in older workers does mean all businesses need to strive to ensure they are not put at a disadvantage in the workplace because of their age.

How employers can support over 50s

Offering part-time positions, job sharing, or flexible hours can help older employees balance work with other commitments or health considerations.

Older workers can benefit from access to health services, ergonomic workstations, and employers in actively promoting a healthy work-life balance can help to support their physical and mental health.

There is a saying that you are never too old to learn and encouraging and facilitating ongoing professional development ensures that older workers remain up-to-date with industry changes and feel valued.

Key in making over 50s feel comfortable at work is an inclusive workplace culture. Creating an environment that respects and values diversity, including age diversity, helps to prevent ageism and promotes a positive workplace for all.

There, obviously, will come a time when most employees will have to think about retirement. Employers implementing phased retirement options can help with the gradual transition out of the workforce, reducing the shock of retirement and retaining an employee’s expertise for longer.

Employers may well face challenges integrating and supporting older workers. This could be as a result of outdated perceptions of their capabilities, resistance to change, or a lack of awareness about their needs.

To combat such issues businesses should conduct regular training on diversity and inclusion, engage in open dialogue with employees about their needs and preferences and regularly review and update policies to ensure they are age-inclusive.

By taking proactive steps to support older workers, employers can benefit from a diverse, skilled, and dedicated workforce that reflects the society we live in.

Embracing the over 50s is not just good practice; it can be a strategic advantage in a competitive business landscape.