The ‘Flexible After Fifty’ report reveals a significant demand for flexible work among individuals over 50, highlighting benefits to businesses and the economy.
- Nearly three-quarters of individuals over 50 seek flexible work to improve work-life balance, driven by caregiving responsibilities.
- Part-time work for over 50s is on the rise, with increases in home-working and flexible timing options also noted.
- The report urges the government to monitor flexible work uptake and to provide resources to help small businesses implement changes.
- Recommendations also include making HR support more accessible and enhancing training options to be more flexible.
The ‘Flexible After Fifty’ report, a collaborative effort from the 50+ Choices Roundtable, highlights a critical need for greater workplace flexibility for those over 50 years of age. Businesses, older workers, and the UK economy stand to benefit significantly if flexible work options are prioritised by employers and the government.
Nearly 72% of those over 50 express a strong desire for flexible working arrangements, mainly to achieve a better work-life balance. Caregiving responsibilities and a need for personal time are decisive factors for about 34% of this demographic.
The report indicates a growing participation in flexible working forms among older workers. Approximately 33.2% engage in part-time roles, while home-working has increased from 10% in 2020 to 22.4% by 2023. Additionally, 12.9% utilise flexi-time, tailoring their work hours within agreed limits.
As the Flexible Working Act is set to be implemented in April 2024, the report recommends that the government actively monitor the uptake of flexible work practices, breaking this down by age. Government interventions should include practical examples, case studies, and resources to aid smaller enterprises in enacting these changes.
The government is also encouraged to review and adapt its training provisions through Job Centre Plus and the Department for Education to ensure they are available on a flexible basis, such as through apprenticeships or bootcamps. Furthermore, support for the Centre for Ageing Better’s Age Friendly Employer Pledge is recommended.
Business entities are advised to actively promote flexible work options during recruitment and to support managers in dealing with flexible workers. The promotion of flexible arrangements should be evident in job adverts and early recruitment stages. Encouraging flexible training and skills development opportunities is also suggested.
Prominently highlighted is the statement from Andy Briggs, the UK Government Business Champion for Older Workers, who argues for the necessity of capitalising on the skills and knowledge of older workers to bridge pension savings gaps and avert potential retirement crises. Briggs advocates for immediate policies offering flexible work options from the outset to strengthen recruitment and retention of workers over 50.
Peter Cheese, Chief Executive of the CIPD, affirms flexibility as vital for balancing work with life commitments, especially in later life. This approach benefits employees and aids employers in retaining skilled staff, addressing ongoing skills gaps.
The ‘Flexible After Fifty’ report underscores the critical importance of flexible working arrangements in retaining experienced, mature employees and enhancing economic outcomes.
