The power of experience: How older workers are changing the job market - opportunity or challenge?
- dariakalenikova
- Oct 2
- 2 min read
In many countries around the world, including Poland, an increasing proportion of the workforce is made up of people aged 55 and over, and even 65. This is a result not only of demographic changes and increasing life expectancy, but also of the growing willingness and need to work in older age.
The share of people over 60 in the labor market has increased significantly over the past two decades. Just a few decades ago, professional activity after the age of 65 was rare - today, nearly one in five people of that age is still working. This is a fundamental change that is impacting the structure of the labor market.
Why do older people want and can work longer?
New expectations - as people age, they increasingly value work that provides satisfaction, autonomy, and flexibility.
The changing nature of work - fewer jobs today require hard physical labor, and more rely on knowledge, relationships, and experience, which allows for maintaining high productivity well into old age.
Finances - in many cases, working after 60 is also a necessity related to the cost of living and the stability of pensions.
Challenges and barriers
Although more and more older people are working, they still face difficulties:
Health - Natural physical and mental limitations can impact work capacity, especially in demanding professions.
Skills - Older workers are less likely to participate in training and find it harder to keep up with the pace of digitalization.
Stereotypes - Age can be a barrier to recruitment, and companies don't always recognize the value of experience.
Pension systems and labor law - Regulations in some countries encourage earlier rather than later retirement.
Additional benefits of older workers' experience:
Mentoring and knowledge transfer - older employees can act as mentors for younger colleagues, increasing team effectiveness and facilitating talent development.
Stability and loyalty - older employees are more likely to stay with the company longer, reducing turnover and recruitment costs.
Industry knowledge and strategic perspective - experience allows us to anticipate problems and make decisions based on a broader perspective.
Social and economic perspective:
Changing age perceptions - educational campaigns can challenge stereotypes and promote the benefits of age diversity in the workplace.
Impact on pension systems - working after the age of 60 can reduce financial pressure on the state budget and contribute to the sustainability of the pension system.
What can be done?
For employees, it's worth developing digital and adaptive skills and seeking flexible work arrangements that better meet health and life needs.
For employers, it's important to implement age-friendly policies: flexible hours, remote work options, retraining programs, and combating stereotypes.
For the state, it's important to provide systemic support in the form of pension reforms, lifelong training, and solutions that enable combining work with caregiving responsibilities.
The aging workforce is a phenomenon that will reshape labor markets worldwide. It can be seen as both a challenge and a tremendous opportunity. Older workers bring experience, knowledge, and stability that cannot be easily replaced. Creating conditions that support working life in older age will benefit both individuals and the economy as a whole.
