The first decade of the 21st century saw a profound shift in perspectives on the nature of work across the life-course. For much of the preceding five decades, there was a steady redistribution of activity from work to retirement. In 1950, the average age of exit (for men) from employment was 67.2 years, with life expectancy of 10.8 years at age of exit from the workforce; by 2004, estimates from the Pensions Commission indicated that the average age of exit from work had dropped to 63.8 years, with a near doubling of life expectancy after exit from employment to 20.1 years (Pensions Commission, 2004). More recently, however, this shift in the allocation of time has come under scrutiny, with ageing populations and their perceived costs raising demands to extend working life (IPSPC, 2011; OECD, 2011; see, further, Chapter One of this volume). Yet, as the various contributors to this collection demonstrate, achieving this will require intervention across the various stages of people's working lives. This raises a substantial set of tasks for employers, employees, trades unions and government. Managing health in the workplace, and securing the wellbeing of employees, has to be a central goal if extension of working life is to be realised. Given this context, the purpose of this book has been to place on the agenda the range of issues that an effective ‘health in the workplace’ policy will need to achieve. Clearly, the variety of topics is extensive, covering as a minimum the nature of work, workplace design, organisational power and dynamics, mental and physical health, work incapacity, vocational rehabilitation, and education and training. Such a list provides a significant agenda for researchers and policy organisations concerned both with extending and promoting the quality of working life.

The purpose of this final chapter is to draw together some of the research issues identified in the preceding chapters. These can be used to provide a basis for setting out the key tasks that need to be addressed if a healthier working life is to be achieved. Drawing on the various recommendations from the authors in this book, we identify five major areas for research:

• • increasing our understanding of different types of organisation;

• • improving the work environment;

• • developing effective interventions;

• • developing a user perspective; and

• • securing effective multidisciplinary/multicentre studies.