National Institute for Health and Care (NICE) has issued recommendations for managers on supporting employees aged over 50.
The proportion of people aged 50 to 64 in employment has increased from 62% in 2001 to 67% in 2013. By 2020, it is predicted that they will account for almost a third (32%) of the working age population and half of the adult population.
Employers, managers and HR teams should treat each employee as an individual and avoid making stereotypical assumptions about them, for example, not assuming that an older employee may find learning new tasks difficult or that they are more dependable.
As part of a broad diversity policy, address the needs of older employees and “key life stages and life events”, for example shift of caring responsibilities from care of children to care for grandchildren or parents.
Also, offer or support to older employees to get training to stay in work should they choose to, including a training needs analysis, work-based, practical on-the-job training, mentoring or one-to-one sessions and opportunities for reflection.
“If people in this group are to work until 68, action is needed to raise their general level of health, reduce health inequalities and offer a broader range of employment opportunities,” the guidance reads.
