People are living longer, healthier lives, and many are choosing to remain in the workforce well beyond traditional retirement age. Global participation in the workforce among those 55-64 has steadily increased, and the number of workers aged 65 and older has more than doubled over the past 35 years. Midlife workers bring a wealth of experience and institutional knowledge. They can offer perspective, stability, and skills that complement those of younger colleagues, strengthening overall organizational capacity.
WorkL’s research shows that, as people live and work longer, engagement among employees aged 55+ remains high at 75%, showing that older workers are staying motivated and productive – valuing autonomy, trust and long-term security as they continue to thrive well beyond traditional retirement age.
Yet too often, outdated assumptions and age-related stereotypes stand in the way, preventing companies from fully benefiting from the contributions of this growing talent pool. In a competitive labour market, overlooking these workers is not just a missed opportunity: it’s a strategic risk. Organisations must learn how to attract, support, and retain 50+ talent if they are to build resilient, high-performing teams in the near future and long-term.”
