Research published on Friday (14 March) by Insights, a division of savings and retirement company, The Phoenix Group, found that, for employees who reported not being confident about remaining in work, their main concerns were physical and mental health, motivation and a lack of support for older workers.
The retirement age has been increasing in recent decades, and people are starting and leaving work later in life. Researchers from Phoenix Insights found that one in three 65-year-olds are currently classified as retired. But 30 years ago this was closer to three in four (73%).
Employers and HR leaders should ensure that they are age-inclusive in order to support their older employees in remaining in work, according to Stuart Lewis, co-founder of Rest Less, a digital community tailored to people in their 50s and above.
He told HR magazine: “The first step is to start thinking about this vital section of the workforce in the same way you would as any other underrepresented group, right through from hiring and onboarding, to training and career progression.
“Given that one-third of the workforce is now over 50, are you spending one-third of your time thinking about how to attract, retain and retrain this core segment? Do you have a robust returners or career changers pathway, like you would with a graduate programme? The answer is almost universally no, as we continue to maintain our deeply entrenched ageist bias in the workplace."
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Alexandra Hopkins, head of HR at housing provider Paradigm Housing Group, echoed this, stating that communication is key to ensuring that older employees feel included.
She told HR magazine: “HR plays a key role in building a culture of open communication, where older employees are confident to talk about their needs without fear of judgement.
“Sharing stories of lived experiences of part-time working, reasonable adjustments for health, and lateral career moves can help kickstart such conversations as much as running awareness events for retirement planning or rebalancing work and life as personal needs change."
Phoenix Insights researchers also found that a fifth of people who weren’t confident about remaining in work worry about age discrimination in the workplace.
Paul Sesay, CEO of DEI consultancy Inclusive Companies, emphasised the importance of looking beyond age in the workplace.
Sesay told HR magazine: “As older age is something most of us will experience, it’s rarely perceived as a protected characteristic group.
“When it comes to supporting and recruiting older people, as with anyone from a protected group, employers should look at their skills, experience and talent – not at their age. Look beyond this and consider their immense experience, in life as well as work, their ability to mentor, lead by example and oversee the career development of less experienced colleagues, all of which will benefit the organisation.”
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HR leaders must tailor their support so it is different to support given to younger employees, stated Lyndsey Simpson, CEO of age diversity advocacy business, 55/Redefined.
Simpson told HR magazine: “Career priorities evolve with age, yet most organisations still apply a one-size-fits-all approach to employee development. For employees aged 60-plus, the workplace can feel like a crossroads.
“To better support older employees, HR must implement tailored solutions that include clear career pathways, a midlife reskilling programme, and flexible work models that allow employees to transition into different roles or working patterns over time. Coaching has historically been reserved for execs in an organisation or provided as a pathway to retirement.”
Sarah Taylor Phillips, founder of career and talent planning business, Career Voyage, emphasised the importance of avoiding stereotypes.
Speaking to HR magazine, she said: “Work is more than just a pay check, it provides structure, purpose, connection, and identity. It’s time to ditch outdated narratives and rethink career longevity, intergenerational collaboration, and the future of work. By building workplaces where employees can continue to add value at every stage of life, businesses will unlock a workforce that is experienced, engaged and future-ready.”
