Better health, poorer finances and the removal of the compulsory retirement age means that our working population is getting older. A recent government report “Future of an Ageing Population” predicts that by 2040 in the UK, “nearly one in seven people is projected to be aged over 75”.

Here are our 3 tips for managing an ageing workforce:

(1) Make sure that you do not discriminate

The Equality Act 2010 makes it clear that you can not discriminate on the grounds of age (one of the protected characteristics), including

• The person’s actual age
• The person’s perceived age
• The age of those with whom they associate

This means that you can not enforce retirement at a particular age and age can not be used to treat someone any less favourably, no matter what your intentions are. For example you can’t fail to select someone to attend a training course because you feel that it would be “too much at their age” as it involves a lot of travelling and physical exertion.

Irrespective of intention, discrimination of any type will result in an unhappy workplace and a potential claim against you.

(2) Embrace and benefit from diversity

Aside from the benefits to the individuals who work for longer, the report confirms that there are real benefits of employers who have older workers. There is no doubt that there is a wisdom and resilience which comes from experience, with the report citing benefits such as “industry-specific knowledge and networks” as assets which are “not readily available from new hires”.

Many studies have shown that a diverse workplace is very positive and that not having this diversity can be counterproductive.

(3) Health concerns?

Some employers have associated health concerns and potential physical inability with ageing employees. However, the report denies that this should be the case, given advancing health care. As the report says “the impact of poor health on work is not inevitable – technological improvements mean there are few jobs that the average 70 year old physically cannot do”.

You can alleviate any potential concerns for both yourselves and employee by having clear policies regarding such issues as:

• Absence and illness
• Stress (which impacts on everybody’s ability to work)
• Flexible working

So instead of focusing on anything to do with a person’s age, focus on making sure you get the right person in the right job.

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