Helping your ageing workforce benefit now and in the future

Supporting an ageing workforce is about creating workplaces where every employee, regardless of age, can thrive.

An ageing workforce means by definition that people in the UK are living and working longer, and businesses need to adapt to this demographic shift proactively.

The new year offers an opportunity for employers to examine how they support older employees and plan for a future where age-inclusive workplaces are the norm.

Epassi’s latest report looks at unlocking opportunity and managing change for business leaders and HR professionals.

Helping experienced employees feel valued

Older workers bring knowledge, loyalty and life experience to the business, and that’s always something to celebrate.

They have helped shape the organisation and, with the right support, will continue to play a pivotal role. 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.

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 and forward-thinking.

Some ways to help employees benefit

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. Some have also recognised the need to provide such programmes on a preventative basis to younger workers.

The benefits of exercise for 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.

Supporting age-related health problems

While life expectancy’ is increasing, 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).

Prevention is better than cure

Just like with health, prevention in workforce planning is key. This 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

Future considerations and long-term strategies

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.

Download The Ageing Workforce in the UK: A Strategic Information Pack for Employers.