Throughout the year we will be sharing information on our campaign focus areas. Those topics we feel strongly about and are fighting for on behalf of our members.
This month we are discussing supporting older people in the workplace.
Ending Age Discrimination at Work: Unlocking the Potential of Older Workers
Across the UK, growing evidence shows that age discrimination continues to prevent many people in their 60s from remaining in or returning to work, despite being experienced, capable and eager to contribute. Too often, outdated stereotypes and unconscious bias lead employers to overlook older candidates, creating unnecessary barriers to employment at a time when many people still need or want to work.
This issue is particularly urgent for people in their 60s who have not yet reached State Pension age or who cannot afford to retire. Many face prolonged periods of unemployment, not because they lack the skills or motivation to work, but because they struggle to secure opportunities. The result is increasing financial insecurity, with too many older adults experiencing hardship and poverty simply because of their age.
At the same time, the UK economy cannot afford to waste the skills and experience of older workers. According to the Office for National Statistics (ONS, 2023), the UK has a workforce shortfall of around one million people, driven largely by early retirement and long-term sickness among people aged over 50. Yet research shows that many older adults would remain in employment if the right support and flexibility were available.
Flexible working arrangements are a key part of the solution. Opportunities such as part-time work, job sharing, hybrid working and flexible hours can help older workers balance employment with caring responsibilities, health needs or a gradual transition towards retirement. These arrangements not only benefit individuals but also enable employers to retain valuable knowledge, skills and experience.
The benefits extend beyond the economy. Remaining in meaningful employment has been shown to support better physical health, improved mental wellbeing and greater social connection, helping people maintain independence and purpose later in life.
However, flexibility alone is not enough. Stronger action is needed to tackle age discrimination and ensure older workers have equal access to employment opportunities. Research from the Chartered Institute of Personnel and Development (CIPD, 2022) found that 36% of workers aged over 50 have experienced age-related discrimination in the workplace. This demonstrates that ageism remains a significant barrier that requires both cultural and policy change.
We propose:
We are calling on government and employers to work together to create a fairer, more inclusive labour market for older workers by: Strengthening the enforcement of age discrimination laws to ensure older workers are protected from unfair treatment in recruitment, retention and career progression.Investing in government-backed skills and retraining programmes, including digital skills training, so older adults can continue to adapt and thrive in a changing labour market.
Introducing employer incentives, such as reduced National Insurance contributions, to encourage businesses to recruit and retain workers aged over 60.
Promoting flexible working as the norm, giving older employees greater choice over how and when they work
Valuing Experience Benefits Everyone
Older workers are an invaluable asset. They bring decades of knowledge, reliability, resilience and professional expertise that strengthen businesses, communities and the wider economy. Removing barriers to employment is not simply a matter of fairness—it is an economic necessity and a social imperative.
By tackling age discrimination, investing in lifelong learning and expanding flexible working opportunities, we can help ensure that people are judged on their skills and experience rather than their age. Creating a labour market that values workers of every generation will reduce poverty, improve wellbeing and help address the UK’s workforce shortages, benefiting individuals, employers and society as a whole.
Later Life Ambitions
Later Life Ambitions brings together the collective voices of over a quarter of a million pensioners through the National Federation of Occupational Pensioners, the Civil Service Pensioners’ Alliance, and the National Association of Retired Police Officers Association.
We aim to encourage today’s decision makers to confront the challenges of tomorrow.
What we're calling for:
This Budget presents our plan for a fairer, more sustainable deal for older people. we urge you to stand with us and add your voice to our calls for a fair deal for living well in later life.
- Protecting the State Pension
- Reducing the tax on pensions
- Tackling the gender pension gap
- Supporting older people in the workplace
- A minimum income guarantee
- Widening access to public transport
- Making housing safe, secure, accessible and adaptable
- Supporting health and social care
