Category Archives: Employment

A great place to grow older?

Today, we launched our Agenda for Later Life 2015 report, Age UK’s annual assessment of how public policy is meeting the needs of older people. Here, Jane Vass, Head of Public Policy, discuss the findings of the report in light of the upcoming Spending Review. 

In the run up to what is likely to be one of the most challenging Spending Reviews of recent times, Agenda for Later Life, Age UK’s annual audit of how public policy is meeting the needs of our ageing population, highlights that older people are increasingly being thrown back on their own resources, as the public services on which they rely are being scaled back or withdrawn.

Each year, we track a number of key indicators, and this year shows progress in many areas but also the scale of the challenge facing us. Continue reading

Age of opportunity: Recruiting and retaining older workers


This blog was contributed by Joanne Sawyer, Policy Adviser at Age UK

An ageing population, the end of forced retirement and a rising State Pension age, mean that there are now more older workers (those aged 50 or over) in the jobs market.  This trend is projected to increase over the next decade – between 2012 and 2022 there will be an extra 3.7 million workers aged between 50 and State Pension age.  Alongside this, given population changes, there will be fewer younger people entering work.  Employers and recruiters consequently need to embrace the ageing demographic of the workforce.

Working life for the over 50s

However, although the overall increase in employment rates among older workers is welcome, it does not tell the full story of working life for the over 50s.  Perceptions and stereotypes of older workers – usually negative – are still firmly held, and challenging these is vital for individuals, employers and society. They affect the way that older workers are treated when in work (e.g. in accessing training or promotion opportunities) and when out of work (e.g. long-term unemployment is a particular problem for the over 50s, with 44% of those who are unemployed having been out of work for over a year, compared to 32.0% for all 16-64 year olds).  Ensuring that older workers are not forced out of the labour market, and providing appropriate support to those who find themselves unemployed, remains crucial if we are to avoid storing up social problems for the future.

A Best Practice Guide for Recruiters

Age UK believes that it is in everyone’s interests for people to be able to remain in work for as long as they desire and are capable of doing so, and that no-one should be disadvantaged because of their age.  This is why we have partnered with the Recruitment and Employment Confederation to produce a best practice guide for recruiters.

Recommendations include:

  • Understand the benefits of recruiting older workers and promote the business case for employing this age group to clients.
  • Look beyond the stereotypes.
  • Provide information, advice and training to recruitment staff to help them understand and overcome the barriers faced by older jobseekers.
  • Be mindful of the language used in job adverts.
  • Seek to use a diverse range of platforms to advertise jobs.
  • Designate an internal advocate for older people.
  • Forge links wherever possible with welfare-to-work providers and Jobcentre Plus.

We call on all recruiters and employers to look beyond an individual’s age and make best use of the available skills and expertise of all workers.

Read the best practice guide for recruiters 

Read consumer advice about employment on the Age UK website 

General Election Series: Making a (huge) contribution


This week’s blog from our General Election Series highlights the significant role older people play in society. Our ambition for the next Parliament is a world where everyone can participate in society and be valued for their contribution. 

Older people make a huge contribution to society, going well beyond what is widely recognised. Age UK has previously estimated that all the work, caring and volunteering done by the over 65s adds up to a huge contribution of £61 billion to the economy.

But it’s about far more than just the hard economic value – being able to take an active part in society can make a huge difference to the lives of older people themselves, their friends and relatives, and everyone else too.

It is therefore extremely important that this contribution is fully recognised, and to make sure that barriers preventing people engaging in their community, accessing local services or going online, are tackled, so that everyone who chooses to do so can participate. Continue reading

Are people really ‘over-saving’ for retirement?


Defining what makes an ‘adequate’ retirement income is always going to be tricky. It’s inherently difficult to know exactly what people’s spending choices and needs are likely to be, or how they will adjust to stopping work.

Add in the changing nature of retirement, where increasing numbers of people are working past their State Pension age, it becomes even harder.

New paper, new ideas?

The Institute for Fiscal Studies (IFS) recently published a paper investigating a new method of looking at retirement incomes. It identifies an ‘optimum’ level of pension saving for each couple household. Instead of income band, this is based on a range of personal circumstances (e.g. number of children) and an
assessment of spending patterns. It then evaluates whether people have saved below, at, above or the ‘optimal’ level required to achieve a comparable standard of living for their retirement. Continue reading