A Year Older, A Year Wiser: Supporting the Ageing Workforce in 2026

In the coming weeks, we’ll be celebrating endless pigs in blankets, leftover turkey, and singing ‘Auld Lang Syne’ to bid farewell to 2025 -and welcome a new year filled with fresh opportunities and resolutions.

But as the calendar prepares to flip to 2026, we’re all getting a little older, and so does your workforce.

Ageing isn’t just about the number of candles you have on a cake, it’s about experience, resilience, and the opportunity for employers to consider how they support their employees - the most valuable asset to any business, at every stage of their working life.

According to our latest report, by 2030, nearly one in four people in the UK will be ages 65 or over, with older workers (ages 50 and above) making up an increasingly significant portion of the workforce.

From Devon to Dundee and everywhere in between, UK businesses and HR teams face a powerful challenge: how to adapt to a workforce that’s not only growing older, but also more diverse in its needs, expectations, and potential.

The good news? With the right mindset and proactive strategies, this shift isn’t something to fear, it’s something to embrace. In our latest blog, we look at how employers can harness the skills and experience of older workers and the key policies that could help them ‘benefit’.

The the ageing workforce matters

Retaining older workers in work, and attracting more older workers back into work, is critical to the performance of individual organisations and the UK economy.

Experience and loyalty are just a few words to describe older workers. They have a deep, institutional knowledge, but will also face certain unique challenges. Think health concerns, changing priorities, and depending on what field they work in, the potential for outdated work practices that don’t reflect their needs.

What’s more, we’ve also found that an increasing number of older workers are leaving the workforce before pension age and becoming economically inactive, significantly contributing to higher vacancies and labour shortages.

Choosing to ignore these realities can be a risky game for employers to play. Without proactive planning, they may struggle with talent retention, productivity and inclusivity.

After all, our report confirms that Ageing workers are vital to the UK economy. Over 50s contribute around £88 billion to the UK economy each year. However, early exit from the workforce due to lack of support, health issues, or discrimination costs billions annually in lost productivity and increased welfare spending.

But by implementing these commonly recognised policies, your ageing workforce can become one of your greatest assets.

Strategies for supporting older workers

1. Flexible working arrangements

Implementing flexible working options such as part-time roles, job sharing, remote work, and phased retirement can help older employees manage health, personal responsibilities, and transition smoothly towards retirement. Flexibility enables organisations to retain valuable experience while accommodating individual needs.

2. Lifelong learning and training programmes

Encourage continuous professional development through regular training opportunities tailored for older workers. Upskilling and reskilling initiatives can help employees stay abreast of technological advancements and industry changes, reducing the risk of skills obsolescence and fostering greater engagement.

3. Health and wellbeing support

It is important to create health and wellbeing support systems to address challenges faced by

employees at different stages of life to ensure an inclusive approach for all. Health and wellbeing programmes addressing the specific needs of older workers may include enhanced healthcare benefits, ergonomic workplace adaptations, mental health support, and wellbeing initiatives such as physical activity & exercise programmes and health screenings. From a preventative perspective, employers should recognise that younger generations are the next generation of older workers.

4. Create a supportive work environment

Strengthen policies to prevent age discrimination and promote a culture of inclusion. Training for managers and staff on unconscious bias, clear reporting mechanisms for age-related grievances, and visible commitment to diversity are key components of a supportive work environment.

5. Succession planning and knowledge transfer

Develop structured succession planning and mentoring programmes to facilitate knowledge transfer from older employees to younger colleagues. This preserves institutional memory, ensures business continuity, and recognises the value of experience within the organisation.

6. Retirement planning assistance

Offer guidance and resources for retirement planning, including financial advice, workshops on pension options, and support for transitioning to post-retirement life. Such policies help employees prepare effectively, reduce anxiety about the future and support retention.

7. Adapted performance management

Modify performance management processes to consider the strengths and needs of older workers. Focus on recognising experience, providing constructive feedback, and setting realistic goals that account for individual circumstances.

8. Intergenerational collaboration

Promote projects and activities that encourage collaboration between different age groups. Cross-generational teams and reverse mentoring schemes allow for mutual learning, innovation, and a stronger sense of community within the workplace.

Remember, adopting thoughtful policies for managing an ageing workforce is crucial for maintaining a productive, diverse, and resilient organisation. By valuing the contributions of older employees and addressing their unique needs, employers can foster a positive work environment that benefits all.


Are you a business leader or HR professional looking to unlock opportunity and manage change?

To download 'The Ageing Workforce in the UK: A Strategic Information Pack for Employers' click here.