As December draws to a close and January opens the door to a fresh start, many of us take stock - of goals, growth, and the year ahead. But there’s one shift that quietly affects every organisation, every January: every worker is a year older.
In the UK, the ageing workforce is no longer a distant trend, it’s a present reality. People are living and working longer, and businesses must adapt to this demographic shift not just reactively, but proactively. The new year offers the perfect moment to reflect on how we support older employees and plan for a future where age-inclusive workplaces are the norm.
Our latest report looks at unlocking opportunity and managing change for business leaders and HR professionals.
But how can you help your ageing workforce ‘benefit' and what are some of the future considerations and long-term strategies that employers can take?
Knowledge, loyalty and life experience. There’s plenty that your older workers bring to the business, and that’s always something to celebrate.
These team members have helped to shape your organisation and with the right support they’ll continue to play a pivotal role in your future. By tailoring wellbeing initiatives and employee benefits to meet their evolving needs (whether that’s more flexible working, better access to healthcare, or financial wellbeing tools), you’re showing that you care about their journey, and not just their job title.
Remember, it’s not about ticking boxes. It’s about creating a workplace where people of all ages feel seen, supported and empowered to thrive. When your offering reflects that, it helps to build an employee culture that’s inclusive, forward-thinking and full of heart.
One of the key factors influencing the ability of older workers to remain in employment is physical health, which is closely linked to exercise and active lifestyles.
Exercise initiatives are increasingly becoming a key strategy in promoting wellbeing, enhancing engagement, maintaining productivity, and reducing absenteeism among an ageing workforce. Many UK organisations have successfully implemented exercise programmes tailored to their older employees. Many have also recognised the need to provide such programmes on a preventative basis to younger workers – their future older workers.
Maintaining physical health: Regular exercise helps preserve muscle mass and bone strength, reducing the risk of injury and improving mobility.
Enhancing mental wellbeing: Physical activity is known to reduce stress, anxiety, and symptoms of depression, promoting a positive outlook and job satisfaction.
Improving cognitive function: Exercise can boost memory, concentration, and problem-solving abilities, counteracting age-related cognitive decline.
Reducing absenteeism: Healthier workers are less likely to take sick leave, ensuring greater continuity and productivity.
Fostering social interaction: Group based exercise activities encourage camaraderie and inclusivity.
As the UK population continues to age, the workplace demographic is shifting. ‘Life expectancy’ is increasing, however ‘healthy life expectancy’ is reducing. While people all age at different rates, more than half of UK workers have a long-term health condition by the time they reach 60.
Health is a major cause of older workers becoming economically inactive (not in work). The ONS ‘Over 50’s Lifestyle Study (2022)' found that 50% of people leaving work and not returning to work, since the pandemic, stated health or disability as the cause (32% due to stress or mental health reasons; 13% due to illness; and 7% related to disability).
Just like with health, prevention in workforce planning is key. That means:
• Flexible working options that support different life stages
• Health and wellbeing initiatives tailored to older employees
• Upskilling and reskilling programmes to keep everyone future-ready
• Age-inclusive policies that promote fairness and belonging
These aren’t just nice-to-haves, they’re strategic essentials for 2026 and beyond.
Anticipated trends: The proportion of older workers will continue to increase. Automation and technology will change job requirements, but human skills such as leadership, communication, and empathy will remain crucial.
Preparing for demographic shifts: Audit your workforce to understand current and future age profiles. Develop flexible policies that support multi-generational teams and lifelong learning.
Long-term strategies: Embed age diversity into your organisation’s core values. Monitor progress and adjust initiatives in response to employee feedback and business outcomes.
As we step into a new year, it’s the perfect time to ask: Is your organisation ready for the future of work?
Supporting an ageing workforce isn’t about reacting to change, it’s about leading it. It’s about creating workplaces where every employee, regardless of age can thrive. And it starts with recognising that every January your workforce gets a little older - and a little wiser.
So, let’s make 2026 the year we stop seeing age as a challenge and start seeing it as an opportunity.
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.