The global workforce is ageing faster than many employers expected. As Age Without Limits Day calls for action on ageism, new research suggests organisations that fail to support and retain older workers risk worsening labour shortages, losing critical skills and missing out on one of their largest talent pools.
As organisations mark Age Without Limits Day today on 10 June, a growing body of research suggests employers may need to rethink how they attract, support and retain older workers. The annual awareness day, led by the Centre for Ageing Better, encourages people, communities and workplaces to challenge ageism and recognise the value that people of all ages bring to society.
The timing is significant. New research from the United States, United Kingdom and OECD countries shows that workforces are aging rapidly, while many employers continue to struggle with age bias, skills shortages and the loss of experienced talent. The global workforce is getting older and the shift is accelerating faster than many employers expected.
AGEING WORKFORCE IN US
New findings from MyPerfectResume reveal that workers aged 55 and older now account for 23.2% of the US labour force, meaning nearly one in four American workers is approaching traditional retirement age.
The analysis, based on US Bureau of Labor Statistics Current Population Survey data, found that the number of workers aged 55 and older grew by 17.3% between 2014 and 2025, outpacing overall employment growth during the same period. Key findings show that:
- Older workers now make up 23.2% of the US workforce.
- Workers aged 55 and over grew by 17.3% since 2014, compared with 11.7% growth across the workforce overall.
- Workers aged 65 and over increased by more than 40% over the past decade.
- Some occupations already have between 30% and 50% of employees nearing retirement age.
- Several occupations are aging rapidly as fewer younger workers enter the pipeline.
“Workforce aging is no longer a future issue; it is happening right now across the American labour market,” said Dr. Jasmine Escalera, career expert at MyPerfectResume. “As more workers delay retirement and some industries struggle to attract younger talent, employers may face growing pressure to plan for succession, retention and knowledge transfer.”
UK’S AGEING WORKFORCE CHALLENGES
The trend is not limited to the United States. According to the Centre for Ageing Better’s State of Ageing 2025 report, the UK is also facing a rapidly aging workforce, with employment rates dropping sharply after age 55 despite increasing life expectancy and rising State Pension ages.
The organisation notes that the UK government has set an ambition to reach an overall employment rate of 80%, yet Britain continues to lag behind several comparable countries when it comes to older worker participation. Employment rates among people aged 55 to 64 currently stand at:
- 81% in Iceland
- 75% in Switzerland
- 75% in the Netherlands
- Around 65% in the UK
Researchers argue that increasing employment among older workers will be critical if the UK hopes to close this gap. Health challenges remain one of the biggest barriers. The Centre for Ageing Better estimates that nearly half a million people aged 50 to 65 who left employment due to health conditions would return to work if the right support, flexibility and workplace adjustments were available.
BUSINESS COST OF AGEISM
The findings arrive as organisations across the UK mark Age Without Limits Day, an annual campaign encouraging employers and communities to challenge assumptions about aging and tackle age discrimination. While discussions about workforce aging often focus on retirement and labour shortages, campaigners argue that ageism remains one of the biggest barriers preventing experienced workers from remaining in or returning to employment.
The Centre for Ageing Better has found that nearly one in five people over 50 have missed out on workplace opportunities because of age discrimination. Research has also shown that employment support services achieve significantly poorer outcomes for people aged over 50 compared with younger workers, while opportunities decline further with age.
WORKPLACE AGEISM: A GROWING CONCERN
Earlier reports on Fair Play Talks has similarly highlighted growing concern around ageism, economic inactivity and workforce inclusion. Recent research found that financial insecurity is forcing many older UK employees to delay retirement even as workplace ageism continues to limit access to new opportunities and career progression.
Separate research highlighted how age discrimination is actively pushing experienced workers out of employment at a time when organisations are already struggling with recruitment shortages and skills gaps. Other studies suggest employers may be overlooking one of the largest untapped talent pools available to them.
Other studies have confirmed that two-thirds of Baby Boomers believe age discrimination has limited their career opportunities. Experts have additionally warned that workplace ageism is not only socially harmful but economically short-sighted as populations age and labour shortages continue to grow.
INEQUALITIES AMONG OLDER WORKERS
The State of Ageing report from the Centre for Ageing Better also highlights significant inequalities among older workers. Women aged 45 to 60 are seven times more likely than men of the same age to leave – or consider leaving – work before State Pension age to care for children or grandchildren.
The report also found substantial employment gaps among some ethnic minority groups aged 50 to 64, demonstrating how ageism often intersects with gender, ethnicity, health and socioeconomic disadvantage.
Researchers warn that without targeted interventions, some groups risk facing disproportionate levels of worklessness and poverty later in life.
OLDEST OCCUPATIONS
MyPerfectResume’s analysis found some occupations already have a particularly high proportion of workers nearing retirement age. The oldest occupations in America include:
- Farmers, ranchers and agricultural managers: 54.44%
- School bus drivers: 51.90%
- Transit and intercity bus drivers: 48.13%
- Clergy: 41.48%
- Bookkeeping, accounting and auditing clerks: 39.95%
Meanwhile, some occupations are aging rapidly because younger workers are not entering the profession at the same rate. The fastest-aging occupations include:
- Credit counsellors and loan officers
- Maids and housekeeping cleaners
- Food preparation workers
- Billing and posting clerks
- Welding, soldering and brazing workers
Researchers warn that these trends could create significant labour shortages as retirement rates accelerate.
OLDER WORKERS CRITICAL FOR FUTURE JOBS
The challenges associated with workforce aging are not confined to the UK and US. A separate global analysis found that older workers could fill an additional 150 million jobs worldwide by 2030 as labour shortages worsen and populations continue aging. Researchers have also argued that investing in healthy aging and supporting longer working lives will be critical to Europe’s future economic growth.
Across many developed economies, workforce aging is increasingly being viewed not simply as a challenge but as an opportunity to rethink employment, skills development and workplace inclusion.
GUIDANCE FOR EMPLOYERS
Experts say organisations that fail to adapt to workforce aging could face growing recruitment difficulties, institutional knowledge loss and widening skills shortages over the next decade. Key priorities include:
1. Tackle workplace ageism
Review hiring, promotion and redundancy processes to ensure decisions are not influenced by age-based assumptions.
2. Support flexible working and phased retirement
Many older workers want to remain economically active but require greater flexibility, caregiving support or reduced hours.
3. Invest in lifelong learning
Training and development should not stop at mid-career. Employers may need to rethink how learning opportunities are offered across all age groups.
4. Improve health and wellbeing support
Long-term health conditions, caring responsibilities and menopause-related challenges are increasingly affecting workforce participation. Fair Play Talks has previously reported on the workplace impact of menopause symptoms and the importance of employer support.
5. Plan for knowledge transfer
As large numbers of experienced workers approach retirement, organisations may need formal succession planning and mentoring programmes to preserve institutional knowledge.
6. Build multigenerational workplaces
The most successful organisations are likely to be those that leverage the strengths of employees at every stage of life.
7. Make age inclusion part of DEI strategies
Age remains one of the most overlooked dimensions of workplace diversity. Experts argue that age-inclusive workplaces are likely to be more resilient, innovative and better equipped to manage future labour shortages.
AGE DIVERSE WORKFORCE
As Age Without Limits Day reminds employers and policymakers, longer life expectancy, declining birth rates and changing retirement patterns are fundamentally reshaping labour markets around the world. For organisations, the challenge is no longer whether workforces will age, but whether they are prepared to create workplaces where employees of all ages can thrive.
The evidence increasingly suggests that tackling ageism is not simply a social responsibility, but a business necessity.
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