Older workers have a lot to offer in terms of knowledge, experience and contributing to the diversity of a team. However, mature workers are not always valued, supported or given opportunities to develop.

With one survey showing that 75% of companies globally report talent shortages and difficulty hiring (the highest in 16 years) older workers are a valuable resource. Meeting their needs with appropriate support is not only the right thing to do, it can also enable your business to thrive.

Understanding the challenges for older workers

There are many factors behind the “Great Retirement”, including personal choice, ill health, caring responsibilities, inflexible working practices, and ageism. However, many of these factors are involuntary. Research shows that one third of those made redundant during the pandemic were aged 50+, and they were half as likely to be re-employed in that time than younger workers.

More than a third of people aged 50-69 feel at a disadvantage when applying for jobs due to their age.

While some data shows signs that over-50s are beginning to return to the workforce, probably due to the rising cost of living, it is too early to say whether this is a trend.

What does the law say about older workers?

Age is a protected characteristic under the Equality Act 2010. This includes both direct and indirect discrimination, harassment and victimization. There is no ‘default retirement age’. Older people cannot be forced to retire at the state pension eligibility age unless the role involves certain physical abilities or there is a limit set by law.

Numerous studies have shown that workers over 50 often wish to work flexibly. All employees (except agency workers) have the right to request flexible working after 26 weeks’ continuous employment. The government has now announced plans to introduce this right from day one of employment.

All workers are also entitled to time off to deal with emergencies involving dependents, which for the 50+ age group might include problems with older parents or a sick spouse.

How can companies support older workers?

Organizations should take a proactive approach to supporting older workers. Of course, the exact strategies will vary according to the individual needs of each organisation, but might include some of these elements:

More flexible working ONS figures show that of older workers who left work during the pandemic and would like to return, 69% would prefer to work part-time.

Reduced hours Jobs that are cognitively demanding or stressful can be particularly taxing for some older people if they are required to work long hours. Reduced hours can make a big difference to performance.

Lifelong learning It is important to ensure that older workers are given the time and training to learn new skills for work, for example, digital skills. Yet the 50+ age group is the least likely to be given job-related training.

Physical adjustments Older workers might need assistance with lifting, regular breaks, access to seating, convenient toilet facilities and good lighting. The needs of women experiencing menopause should also be taken into account. Some adjustments may also reduce risk of injury and benefit disabled workers as well.

Health management Many over-50s say they feel as fit as ever, with structural and (other people's) attitudinal barriers thwarting their ability to stay involved. Age does bring increasing risk of chronic health conditions, so employers need to support workers with good rehabilitation and return to work practices.

Positive attitude It is important not to make assumptions about older workers – treat every employee as an individual. However, there’s plenty you can do to make your workplace a more welcoming and supportive environment for older workers (and others too!).

Sustainable employability

If someone enjoys working, and is healthy and motivated, they will remain employable for a long time. That, in turn, contributes to achieving your organizational goals. The idea of ‘sustainable employability’, key to BSI’s ‘Prioritizing People Model, becomes increasingly important in later years. Organizations need to ensure that work and working conditions are sustainable by implementing preventive and protective measures to keep workers healthy over their whole life course.

How standards can help

Standards provide a framework for developing policies that support older workers. Relevant standards include:

• BS ISO 25550:2022 Ageing societies. General requirements and guidelines for an age-inclusive workforce

• BS ISO 25551:2021 Ageing societies. General requirements and guidelines for carer-inclusive organizations

• BS 30416:2023 Menstruation, menstrual health and menopause in the workplace. Guide

• PD ISO 45001:2018 Handbook Occupational health and safety management systems. A practical guide for SMEs

• BS ISO 45003:2021 Occupational health and safety management. Psychological health and safety at work. Guidelines for managing psychosocial risks

• BS ISO 30415:2021 Human resource management. Diversity and inclusion

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