We often speak of the challenges posed by an ageing population, but perhaps it’s time we rewrote the narrative. What if rather than a looming concern the older workforce represented one of the UK’s most overlooked strategic assets? According to recent analysis by the Centre for Ageing Better, closing the employment gap for those over 50 could deliver a staggering £9 billion boost to the economy each year. Let that figure settle in. This isn’t speculation it’s untapped value, hiding in plain sight.
Having spent decades in sectors where performance is measured by both precision and people—be it hospitality’s front lines or the operational heart of automotive I’ve come to understand one constant: when we dare to challenge legacy thinking, we find extraordinary value.
The Hidden Engine of Economic Growth
The Centre’s research presents a compelling case. Bridging the employment rate gap between older and younger workers could generate £1.6 billion in annual tax and national insurance contributions alone. Just imagine the ripple effect: enhanced public services, stronger community support systems, and a more sustainable national economy simply by providing equitable access to work for older citizens.
The 50+ Employment Commitment: A Blueprint for Progress
There’s a roadmap. The 50+ Employment Commitment calls for lifting employment among those aged 50–64 to 75% by 2030 a target supported by respected voices such as Demos, Age UK, and the Institute for Employment Studies.
Here’s what that commitment entails:
- Elevate Employment Support: Ensure those aged 50–66 receive support equivalent to their younger peers.
- Boost Targeted Investment: Channel dedicated funding towards older jobseekers nationwide.
- Upskilling and Reskilling: Expand opportunities, such as mid-life career review pilots, to empower career reinvention.
- Policy Reform: Review DWP frameworks before the State Pension Age shift in 2026.
- Paid Carer’s Leave: Consult and legislate for flexible care options—because modern work needs modern understanding.
- Champion Older Talent: Launch a national campaign to reframe perceptions and showcase the immense value older workers offer.
Overcoming Ageism: The Real Barrier to Growth
Let’s address the elephant in the boardroom: ageism remains deeply embedded in today’s labour market. From rigid work patterns and scant upskilling options to blatant bias, older professionals often face silent barriers to re-entry. As Dr Emily Andrews rightly observes, the pandemic didn’t just pause progress—it reversed it.
“The pandemic stalled two decades of improvement… and they have not recovered. If employment stagnates after 50, so too will the UK economy.”
Her words ring true across sectors. I’ve seen promising initiatives fall short simply because the people with the most experience were left on the sidelines.
The Workforce of Tomorrow Isn’t Just Young it’s Wise
By 2030, we’ll see 1.2 million more people aged 50–64 entering the population, but only 500,000 more aged 15–29. That’s not a demographic shift—it’s a call to arms. The future workforce must include the wisdom and resilience of our 50+ professionals if we are to build truly future-ready organisations.
Tony Wilson from the Institute for Employment Studies captures it succinctly:
“Three-quarters of all employment growth this century has been among people over 50. Yet, in the last four years, this has come to a standstill.”
Reality Check: Where the UK Stands
We’re currently 20th in Europe for older workforce employment a disappointing position for a nation that prides itself on innovation and fairness.
Here are the facts laid bare by the Centre:
- 14-point gap in employment rates between 25–49-year-olds and 50–64-year-olds.
- Twice the risk of long-term unemployment among older adults.
- Only 1 in 10 older jobseekers receive meaningful return-to-work support.
- Nearly 1 in 3 workers aged 50–70 who left jobs during the pandemic faced age discrimination.
- Over 500,000 people aged 50–65 want to work but remain unemployed.
As Caroline Abrahams of Age UK puts it:
“Never before has Britain needed its older workers as it does now.”
Let’s Lead, Not Lag
From boardrooms to break rooms, I’ve witnessed the transformative impact of nurturing every voice within a team. We don’t need to reinvent our workforce we need to recognise the talent already waiting in the wings.
By embracing the 50+ Employment Commitment, the next government has an opportunity not only to revitalise the economy, but to redefine inclusion in a truly meaningful way.
This is not just policy. It’s principle.
It’s about equity. It’s about unlocking experience.
And most importantly it’s about building a future where every individual, regardless of age, has the opportunity to contribute, grow, and thrive.
Let’s move the needle. Let’s lead the change.
