Employing older workers
Introduction
The law on retirement is changing from 6 April 2011. This guide helps employers to review their practices for the benefit of the business and its workers. It shows how businesses that already operate without fixed retirement ages benefit from employing older workers. It also refers you to your legal duties and provides good practice.
People are living longer and working longer. At the same time, fewer young people are joining the labour market. By the early 2020s, people aged between 50 and 64 will comprise almost a third of the workforce.
With skills shortages and changing labour markets, it makes sense to utilise all available skills and experience, regardless of a person's age, and to encourage older workers to stay within the business.
Employers can benefit from employing older workers as part of an age diverse workforce. These benefits could include a reduction in recruitment and training costs, and increased productivity.
Subjects covered in this guide
- Introduction
- Age legislation and the default retirement age
- Managing an older workforce without a fixed retirement age
- Recruitment and older workers
- Training and development for an older workforce
- Managing performance and retirement for older workers
- Pensions and older workers
- Flexible working for older workers
- Redundancy and older workers
- Health and safety and older workers
- Age Positive - main guidance and resources
