At a time when we clearly need all the experience available for effective solutions, why are so many different sectors of employees excluded? One key group is the over 65’s. The Equalities and Human Rights Commission has a strategy to abolish the 65 retirement age limit. Although currently an employee can request to stay after the age of 65 , due to increase to 66 in 2024, the employer still has the right to refuse. Surely workers should be able to remain in employment and employers should be encouraged to change their policies.
Changes in this area could contribute to new ways of working , flexibility , opportunities for developing new skills and recognition of new policies to benefit the economy, a decrease in welfare costs and enabling the over 65 to continue to put their experience to good use.
We have a workforce, which means that at one end of the scale, employees are forced to struggle with daycare, while at the other end when those worries no longer apply, you are considered too old to have anything to offer?
Not really a sensible arrangement, yet with a few simple changes employment could be far less restrictive. Some employers are recognising this and have become far more open to suggestions from employees. Our suggestion is be prepared and be ready to discuss new ways of working that could be of benefit to you and the company.
Change in policies can be very disruptive but with specialist support, transition can seem seamless. Our advice to employers and employees is to listen carefully to suggestions and consider the effects and benefits.
