Recent figures from the Office for National Statistics (ONS) show that a third of the UK workforce is now over 50, and the average age at which people are leaving the labour market is steadily increasing – to 65 for men and 64 for women.
Research by the pensions and savings group Phoenix found that the main concern older workers have about staying in the labour market is their physical and mental health. In the ONS Over 50s Lifestyle Study, the leading reasons people aged 50 to 64 gave for leaving paid work were disability or illness (20%), stress (19%) and mental health issues (11%).
Why Employers Must Now Prioritise Health Support
There was a time when health was considered the remit of the NHS alone, but more and more employees are now looking to their employer for help in this area. Supporting the health and wellbeing of older workers is crucial if organisations are to retain their skills and experience.
Extended periods of sick leave and ongoing health concerns often push people to leave work earlier than planned. Without adequate support, these issues can tip the balance between remaining in work or exiting the workforce.
Common Long-Term Health Conditions in Older Employees
Older workers are more likely to be managing long-term health issues such as osteoarthritis – particularly in the hips, knees, spine and hands – which causes pain, swelling and stiffness in the joints, affecting mobility and comfort.
Depending on where the condition is located, everyday activities like walking, commuting, climbing stairs, prolonged sitting or typing can become difficult. Other common conditions include high blood pressure, high cholesterol, obesity, diabetes, tendon problems and osteoporosis.
Flexible Working Can Help People Stay in Work
There is a great deal employers can do to help people manage these conditions while remaining in work. Flexible working arrangements, for example, are especially valuable for older staff. Declining hormone levels in later life can disrupt sleep, making it harder to arrive at work at a fixed time or stay alert all day. Some people prefer to start earlier and leave earlier, or work from home part-time, based on their energy levels.
Commuting during rush hour with musculoskeletal conditions or cardiovascular concerns can be stressful and physically demanding. Giving people more choice over their schedules may help them to remain productive and motivated.
Older employees may also have caring responsibilities – looking after teenage children at home while also supporting elderly parents. Flexible hours can ease this burden, particularly for those struggling to manage a rigid 9–5 structure.
Exercise And Education: The Front Line in Health Management
Exercise remains one of the most effective treatments for many chronic conditions, including high blood pressure, high cholesterol, diabetes and common mental health issues such as anxiety and depression. A 2024 overview by Dibben et al. reviewed evidence across 45 long-term conditions and reinforced the importance of exercise-based interventions.
However, many people are unaware of these benefits, or how best to manage their health more broadly. Long NHS waiting lists often delay diagnosis and treatment, leaving individuals without timely guidance or support.
Employers can help by offering health education and coaching. Educational sessions about different conditions can empower employees to make lifestyle changes and better navigate healthcare services – including knowing which questions to ask their GP, what to expect from various professionals, and how to access further help.
Popular topics include:
- Dealing with arthritis
- Managing menopause
- Heart health
- Eating well at work
- Managing mental health
Sessions on using Employee Assistance Programmes or private health insurance, and planning for retirement, are also valued.
Building A Culture of Shared Responsibility
Companies can further promote wellbeing by establishing informal initiatives like walking clubs, yoga at lunchtime, healthy eating groups or relaxation classes. These social and low-barrier activities can make a big difference.
But it is not solely the employer’s responsibility. Employees also need to take ownership of their health. Organisations should invest time and resources in helping staff establish realistic self-care routines, understand their personal responsibilities, and communicate their needs.
At Pure Sports Medicine, which offers corporate health and wellbeing services, supporting individual self-care is built into the annual review process. Managers and team members discuss routines regularly – especially after periods of absence or personal difficulty – to ensure that both the employer and employee are working together towards a sustainable and healthy working life.
Helping older workers to stay active, healthy and supported isn’t just good for retention. It ensures knowledge and skills are not lost prematurely – and it helps everyone prepare for a longer working life.
Claire Small
Claire is a Consultant Physiotherapist and the Chief Clinical Officer and co-founder of Pure Sports Medicine. As co-founder she has been with Pure Sports Medicine since its beginning in 2003, delivering outstanding clinical care for over 20 years.
Claire’s clinical specialities include issues of the spine, hip, groin and pelvis including persistent problems, pregnancy-related complaints and movement dysfunction. She has a specific interest in helping women manage the symptoms associated with menopause and metabolic syndrome.
As an accomplished and well-established clinician, speaker and researcher, Claire is also an Honorary Lecturer and Examiner at Queen Mary University of London and the University of Hertfordshire, an invited Lecturer at UCL, Kings College, London & University of Bath and a Journal Reviewer for Manual Therapy and Physical Therapy in Sport & the British Journal of Sport Medicine. She was made a Fellow of the Musculoskeletal Association of Chartered Physiotherapists in 2016.
In 2015 she was named Australian Businesswoman of the Year in the UK for her work in healthcare.