Older workers and the workplace: evidence from the Workplace Employment Relations Survey

This report aims to understand more about the working experiences of older individuals as well as the potential impact changes in the age composition of workplaces may have on their performance. It extends the evidence base on these issues using data from the Workplace Employment Relations Survey (WERS), a nationally representative survey of British workplaces and their employees. Data were used from the two most recent surveys in the series, which took place in 2004 and 2011. The research has multiple objectives. First it investigates the types of workplaces in which older workers are...  [+] Show more

This report aims to understand more about the working experiences of older individuals as well as the potential impact changes in the age composition of workplaces may have on their performance. It extends the evidence base on these issues using data from the Workplace Employment Relations Survey (WERS), a nationally representative survey of British workplaces and their employees. Data were used from the two most recent surveys in the series, which took place in 2004 and 2011. The research has multiple objectives. First it investigates the types of workplaces in which older workers are more commonly employed. Existing studies have established variations in the prevalence of older workers by industry and occupation, among other factors. The analysis focuses on the workplace characteristics that are associated with employing a higher proportion of older workers. The second objective is to explore the prevalence of age-related equal opportunities policies and practices among employers and consider how these relate to the employment of older workers. Legislation requires employers to treat employees equally regardless of age, but some firms adopt practices which go beyond statutory requirements. The third objective is to explore outcomes for older workers and whether these are affected by employer practices. The final objective is to explore the relationship between the age composition of the workforce and workplace performance; this study is the first to do so using nationally representative data on British workplaces.

Key findings [are that]: (1) the proportion of workers aged 50 and over in the workforce rose from 21 per cent in 2004 to 24 per cent in 2011; (2) the proportion of older workers in workplaces varies depending on a number of characteristics: industry; region; occupational group; workplace age; size; union recognition; and the presence of equal opportunities policies; (3) the age composition of private sector workplaces does not have a significant role to play in explaining performance; (4) equal opportunities policies have become more widespread, but practices have not; (5) older workers are less likely to receive training than other workers, but those that do are satisfied with the training offered; (6) on average, older workers report higher job satisfaction, wellbeing and perceptions of fair treatment than younger workers; and (7) employees of all ages, who were able to work flexibly were more likely to be positive about their job.

Published summary.