In today’s evolving workforce, we’re seeing a trend that’s flipping retirement on its head: ‘Unretirement’. More than 3 million individuals over 50 in the UK have returned to work after previously retiring. The reasons are many—from financial pressures due to rising living costs to the desire for social interaction and mental stimulation.

This shift presents both challenges and opportunities for employers. As Matthew Vohs, CEO of O50C, points out, many older workers are returning not just out of necessity, but often seeking a complete career change. Employers need to adjust their recruitment and retention strategies to fully tap into this experienced and motivated talent pool.

So, how can businesses better support and attract this generation back to the workforce? Let’s explore some key strategies.

1. Offering Flexible and Part-Time Roles

For many over 50s, flexibility is key. Research shows that a significant portion of older workers, particularly women, prefer part-time roles. In 2023, there were 3.6 million part-time workers aged 50 and over in the UK, and this trend continues to rise.

By offering part-time work and flexible scheduling, businesses can attract skilled employees who may not want to commit to full-time roles but are still eager to contribute their expertise. This not only helps companies fill positions with experienced candidates but also allows them to reduce costs while retaining valuable talent.

NIC Global’s Staffing Solutions can assist businesses in designing part-time or flexible roles tailored to the needs of older workers. This allows companies to retain the expertise they need without the full-time commitment, ensuring positions are filled efficiently and cost-effectively.

2. Encouraging Career Development for Over 50

A significant issue many industries face today is the skills shortage. Unfortunately, many organizations overlook older workers when it comes to career development and training opportunities. According to the British Chambers of Commerce, 63% of organizations lack specific recruitment, retention, or training programs for targeted age groups. unretirement.

This is a missed opportunity. Older employees bring a wealth of experience, and with the right training programs, they can continue to grow and fill critical roles. Employers should invest in training resources for younger generations and those aged 50 and above, who may be looking to upskill or even change careers entirely. unretirement.

At NIC Global, our PEO Services and Mass Recruitment strategies can help businesses create targeted training initiatives that engage and develop talent across all age ranges. By providing tailored development opportunities, companies can attract older workers looking to learn new skills while addressing the skills shortage. unretirement.

3. Hosting Retirement Planning Workshops

Many older workers are returning to the workforce because their pensions aren’t enough to cover the rising cost of living. According to research by Royal London, around 150,000 people in the UK receive less than £100 per week from their pensions. As a result, they are seeking ways to supplement their income.

Retirement planning workshops are a valuable tool for employers. These workshops provide employees nearing retirement with financial advice and help them plan for the future. But more importantly, they also open the door for employees wanting to remain engaged. Offering ongoing career progression options for employees over 50 shows a commitment to their long-term development and well-being. unretirement.

At NIC Global, we help companies integrate retirement planning with employee engagement strategies. By fostering a culture that supports continuous learning and development for all employees, regardless of age, businesses can increase retention and ensure that employees feel valued. unretirement.

4. Creating an Age-Inclusive Work Environment

Finally, it’s essential for companies to promote age diversity within their workforce. An inclusive work environment doesn’t just benefit older employees—it benefits everyone. Matthew Vohs notes that by actively promoting age diversity, companies can tap into the unique strengths and experiences of workers across all generations. This helps foster a collaborative and inclusive culture that drives innovation and productivity.

Through NIC Global’s Headhunting Services, businesses can identify and recruit experienced, skilled workers who bring a wealth of knowledge to the table. Whether looking for part-time roles or a complete career change, we help organizations build age-diverse teams that leverage the best of every generation. unretirement.

Final Thoughts: Supporting the ‘Unretirement’ Workforce

As more over 50s return to the workforce, employers need to adapt their recruitment and retention strategies. Offering flexible work arrangements, creating tailored training programs, and fostering an inclusive culture is key to tapping into the potential of this generation.

By partnering with NIC Global, companies can leverage comprehensive HR solutions that include PEO services, Staffing Solutions, Mass Recruitment, and Headhunting to create a workplace that welcomes and supports employees at every stage of their careers.

Are You Ready to Support a Multi-Generational Workforce?

Explore how NIC Global’s HR solutions can help you attract, develop, and retain older workers as part of a diverse, inclusive workforce. Contact us today to learn more!

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