Older staff need flexible work options

first_img Comments are closed. Previous Article Next Article Employers must start providing better working conditions and provisions forolder employees or face difficulties in recruiting replacement staff in thefuture. Two separate reports show that changes are needed to build an olderworkforce because of Britain’s ageing population and the reduction in youngpeople available for work. Despite this, too few companies are addressing the impact of an ageingdemographic – even though the proportion of the population aged 50 and overwill rise from 33 per cent to 41 per cent in the next 25 years. The Barclays survey, undertaken by Third Age Research, suggests employeesare more likely to work on after retirement age if companies offer a flexibleworking environment, part-time work or less pressurised roles. The removal of tax penalties, and the introduction of cash incentives toreward loyalty, would also help employers persuade more staff to stay on atwork for longer. However, a separate report by the Joseph Rowntree Foundation warns thatpolicy measures enabling people to work past retirement must not force peopleto “work until they drop”. It says financial incentives would achieve little unless other barriers,including age discrimination and negative attitudes, are removed so olderpeople could stay in the labour market longer. Sam Mercer, director of the Employers Forum on Age, said introducing a fewpolicies was not enough because a major culture change was required. “If we are going to work longer, we have to start working in adifferent way. There needs to be flexible options for older staff and the restof the workforce,” she said. Related posts:No related photos. Older staff need flexible work optionsOn 9 Dec 2003 in Personnel Todaylast_img read more