In 2024, 84% of UK employers reported having workers aged 50+ – up from 73% in 2022 – signalling a rising appreciation for the wisdom that comes with age. Meanwhile, half of adults over 50 in England say they’ve experienced age discrimination at work, and 37% have faced it in the past year alone. That’s a shocking contrast – but also an opportunity for forward-thinking organisations to lead the change.
Business benefits – and legal caution zones
Older staff bring lower turnover, higher loyalty, and invaluable soft skills like resilience and emotional intelligence. Many also offer a more developed skill set from years in their profession, meaning they often require less training or supervision. They can hit the ground running, take on complex client work, and share nuanced insight that only time can teach.
The Centre for Ageing Better suggests improved employment of over-50s could boost the UK economy by up to £9 billion annually. Yet, industry studies show the risk of age-related claims is rising too: average payouts for successful age discrimination cases skyrocketed to around £103,000 in 2022–23 – up 624% on the previous year.
To protect your business, HR leaders must ensure recruitment, performance management and redundancy processes are impeccably fair, objective and clearly documented. Designating decisions to “refresh the team” or free up entry-level roles won’t cut it – UK tribunals require clear justification and evidence of legitimate business impact.
Increased diversity – and shared value across generations
A multigenerational workforce isn’t just fairer – it’s smarter. Teams made up of varied age groups solve problems more creatively, make better decisions, and perform more strongly. Older workers may pick up newer skills from younger colleagues, while younger employees benefit from seasoned insight into customer service, risk, and long-term thinking.
Inclusive cultures that embrace age diversity don’t just perform better – they earn reputational dividends too. Customers, investors and employees increasingly judge employers on their inclusivity. A team with visible age diversity sends the right message.
Getting the most from veteran talent
Older workers frequently request flexible hours – around 75% of over-50s want it – often due to caring responsibilities. Letting them shape their own schedules, work part-time, job-share or experiment with mentorship and knowledge-transfer roles sharpens engagement and productivity. And don’t assume older means obsolete – 75% of employers now encourage lifelong learning, helping older staff stay sharp and skilled.
Many older employees bring not only depth, but breadth – a broader understanding of how roles fit into the business, and how to manage setbacks like project delays or complaints with calm assurance. Their earned experience often leads to greater resilience under pressure and a different lens for solving problems.
In-house mentoring – a built-in superpower
The best mentoring isn’t always formal. By encouraging older workers to lead training, or simply pairing them with younger colleagues, you create an organic knowledge-sharing culture. This not only builds capability across the business but cuts training costs, reduces risk, and raises your standard of delivery. Think of it as an investment in institutional wisdom.
Higher retention rates – and a more stable ship
It’s no secret that younger workers may job-hop to climb the ladder. Older staff are more likely to seek stability and purpose, and they report higher job satisfaction overall. Lower turnover means stronger client continuity, preserved corporate memory, and less time and money spent on recruitment and re-training.
What you Need to Do
- Build structured, objective role descriptions and promotion criteria that apply fairly to all ages.
- Train managers to spot and stamp out age-related bias – today, recruiters often assume 57 is “too old”.
- Embed flexible-working policies – both in contract and culture – to meet diverse life-stage needs.
- Make reasonable adjustments for health, menopause or physical demands – proactivity avoids claims.
- Monitor workforce age data and pay gaps without assumptions; transparency builds trust.
In short
Your organisation can unlock thousands in value – and avoid costly legal landmines – by treating age as an asset, not a liability. Experienced employees are loyal, adaptable and uniquely equipped to mentor, lead and hold the line through change. When you combine that with an inclusive culture that values diversity in all its forms, you don’t just future-proof your workforce – you build a better business.
If you’d like to know more about how to be a more diverse and inclusive employer, download our handy guide on the subject or give us a call to discuss.