Introduction

Demographic changes, including increased life expectancy and falling birth rates, are reflected in the increasing age of the workforce. Current estimates suggest that by 2020, over a third of the workforce will be aged 50 years or over (DWP, 2013). The increasing age of the workforce presents new opportunities and challenges for government and other agencies, employers and occupational health services, as well as for individual employees and their families. It is now essential to facilitate extended working lives by promoting health in the workplace. The Working Late project investigated the policy issues associated with later life working and developed interventions and design solutions to promote health, productivity and quality of working life of older people. Working Late was conducted between 2008 and 2013 and was uniquely placed to explore the impact of major legislative changes such as increasing the pension age and removing the default retirement age on older workers’ employment opportunities and experiences.

New policies are needed to achieve the change in culture necessary to encourage and enable people to work longer (Walker and Maltby, 2012). Improved older worker integration and enhanced employment outcomes among older workers will be key means for enabling economies to adjust to the pressures of population ageing (Banks, 2006). A number of barriers to later life working have been identified, including health conditions or disabilities, caring responsibilities, lack of relevant work experience and vocational skills, transport difficulties and age discrimination (Crawford et al, 2010). Research has shown that age discrimination is still prevalent. Using a matched job application methodology, Riach and Rich (2007) and Tinsley (2012) found significant age discrimination in the job application process regardless of legislation (2006 Employment Equality [Age] Regulations and 2010 Equality Act) against age discrimination in employment.

Previous studies have indicated that age-related decline in health is a major contributor to early exit from the workplace (Strijk et al, 2012). The ageing workforce creates a demand for research to support evidence-based policy and practice promoting and maintaining the health, quality of life and employability of older workers. The workplace is an ideal arena for delivering health education and intervening to promote healthy lifestyle change.