One in three workers in the UK are aged over 50 – with this figure set to rise in coming decades. Current government employment policy is to encourage over 50s to either to remain or return to work. However, the lasting impacts of COVID-19, along with caring, health, and work issues facing older workers, are all challenges for policies attempting to extend working life. As State Pension Age (SPA) for men and women is set to rise to 67 by 2028, Professor Chris Phillipson explores the issues facing government, employers, and older workers themselves. 

• Managing health problems in mid and later life is a significant factor, as almost half of those 50-64 have at least one long-term health condition. 
• Policymakers need to ensure that good quality, flexible employment is available to support people in middle and later life. 
• A national policy for healthy ageing at work would need to embed a variety of measures, with support needed for healthcare, mental health and menopause, in addition to considering the design of work places to ensure provision for the physical needs of older workers. 

Older workers and employment 

Employment rates for the over 50s have yet to recover from the effects of COVID-19 – standing at 71.2% in August 2023 compared with 72.4 % in 2020. There are also thousands more workers aged 50-64 who are economically inactive than there were before the pandemic. As these figures suggest, a large share of older people leave work before SPA: in 2021, 50% of women aged 60 to 64 and 41% of men. 

Poor health is a key driver behind people leaving the labour force. 1.5 million men and women between 50 and SPA are out of work because of long-term sickness. Office for National Statistics (ONS) data indicates that amongst the over-50s who left work early, reasons for not returning to work include disability, illness, mental health issues, stress, and illness from COVID-19. 

Reasons for leaving and not returning to work vary between age groups, with people in their 60s more likely to cite early retirement – 48% of 60–65-year-olds cite retirement compared with 25% of those 50-59 who are much likely to cite a health-related reason. 

The Trades Union Congress (TUC) highlight the occupational divide between those who are forced out of work before SPA and those able to stay in work longer or who can afford to retire early. Amongst 50–65-year-olds, those whose last job was in caring, leisure and other service occupations account for over half of labour-force exits, despite employing just three in ten workers. In comparison, only 10% of older people who worked in managerial or professional occupations have left or not returned to work due to poor health. 

Barriers to employment 

The UK government have launched a number of initiatives to tackle these issues. These include extra funding to help the over-50s back into employment. The Department for Work and Pensions have launched a Midlife MOT website to assist older workers with financial planning, health guidance, and career advice. Recent legislation, such as the Flexible Working Act and the Carer’s Leave Act ,may prove beneficial to the over-50s – but barriers remain to encouraging significant numbers to remain or return to work: 

Many older workers who leave work early due to health problems do so because of limited support from employers. A survey by the Centre for Ageing Better (CfAB) found that 44% of over-55s had not had access to any support through an employer, compared with 40% of 45–54-year-olds, and 28% of 35–44-year olds. 

The type of jobs available to people aged 50 and over may be an issue: two-thirds of the growth in employment since 2008 has been in ‘precarious’ forms of work, including self-employment, zero-hours contracts, and agency work. Whilst such employment might meet the need for flexible hours, they may entail a poor-quality work environment, and lack of training. 

What would a policy for healthy ageing at work look like? 

The Centre for Ageing Better have put forward the case for a national programme of employment support with a tailored approach specific to the needs of older workers. They are encouraging employers to sign up to their Age-Friendly Employers Pledge and commit to taking at least one action a year to improve the experience of older workers. 

Some specific initiatives will be essential from policymakers and employers if the goal of helping people 50-plus to remain or stay at work is to be achieved. 

Improving access to occupational health services is vital – possibly assisted by easing the cost barrier for SMEs through reduced National Insurance Contributions for organisations that provide such support. 

Challenging ageism in the workplace is also key, with evidence suggesting that 36% of 50–70-year-olds feel at a disadvantage applying for jobs due to their age. 

The ‘cumulative disadvantage’ attached to poor quality work needs recognition – people working in difficult physical jobs should have a right to enhanced health care support to monitor the long-term effects of arduous work. 

More research is needed to understand ‘what works’ in supporting different groups of workers. As there is currently limited research on interventions to enhance the health of workers around retirement age, this is something that government should encourage and support. 

Support in the area of mental health is important given evidence for high levels of depression, stress, and anxiety in the workplace. Support through menopause is a priority for over 50’s women. 

Improvements must be made to the design of workplaces, recognising issues relating to the changing physical as well as mental health needs of older workers. Recognising the role of line managers in supporting older workers is also necessary, with the need for specialist training and age-awareness courses necessary for managers at all levels. 

Developing a strategy for achieving a healthy ageing workforce will require a range of actions from government, employers, and employees themselves. This has become an urgent priority given a rising SPA coupled with large numbers of people either too ill to work or struggling in employment with significant mental and physical health issues.  

This article was originally published as part of our collection on the future of work in the UK, Working Futures. Read more evidence-led policy insight on this topic in the full online collection.