Flexible Working Arrangements:
A Key to Attracting and Retaining Older Workers
At ProAge, we are dedicated to creating age-inclusive work environments where the talents of older workers are valued. Our latest report, "Using Flexible Arrangements to Attract and Retain Older Workers", explores how flexible working options are vital for organisations looking to tap into the skills and experience of workers aged 50 and above.
Why We Wrote the Report
With the UK's population aging rapidly, older workers now make up a significant portion of the workforce. Yet, businesses often struggle to attract and retain this talent. At the same time, the concept of "flexible working" has grown in importance, especially since the COVID-19 pandemic. We conducted this study with Lancaster University to better understand how employers can design and offer flexible working arrangements that appeal to older employees, ensuring both business success and employee satisfaction.
Key Findings
Our research, which included interviews with HR managers and focus groups with workers over 50, highlighted several critical insights:
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Widespread Availability of Flexible Working: All employers we interviewed offer some form of flexible working, with remote and hybrid working being the most common options. However, less common forms like flexitime (57%) and job sharing (29%) are not widely available despite their attractiveness to older workers.
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Demand for Flexibility: 72% of workers over 50 want flexible working arrangements to achieve a better work-life balance. For many, flexible work is essential for caregiving responsibilities or transitioning into retirement.
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Perceived Career Impact: While employees appreciate flexible work options, there is a fear that requesting such arrangements may hinder career progression. Many workers expressed hesitancy about discussing flexible options during job interviews, fearing it would make them seem less committed.
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Mismatch in Supply and Demand: While part-time and hybrid work are relatively available, there remains a gap between what older workers want and what is offered—particularly in terms of compressed hours, job sharing, and fully remote roles.
Recommendations
To address these gaps and help businesses attract and retain older talent, we offer several key recommendations:
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Engage with Older Workers: Host focus groups and one-on-one discussions to understand the types of flexible working arrangements older workers need.
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Adapt Job Descriptions: Clearly communicate what flexible working options are available in job advertisements. Flexibility should be part of the role’s design rather than an afterthought.
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Pilot Flexible Arrangements: Trial flexible working options across different departments to find the most effective strategies before rolling them out across the organization.
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Promote Flexible Role Models: Encourage senior employees to adopt flexible working practices to normalize these arrangements and show that career progression remains possible.
At ProAge, we believe that fostering a culture of flexibility is critical to keeping older workers engaged and contributing to business success. Flexible working is not just a benefit—it’s a business imperative that can unlock the potential of a multi-generational workforce.
For more information, read the full report using the link below or contact us for tailored advice on implementing flexible working arrangements in your organization.