Posted-on July 2025 By Amy Bates

Age Discrimination Against Over-55s in the UK Workforce: The Cost of Bias and How Employers Can Lead Change

Age discrimination remains one of the most persistent, and often overlooked, barriers in the UK job market today.  Despite legal protections, older workers (especially those aged 55 and above) continue to face significant challenges when applying for jobs, seeking promotion, or trying to stay employed.

While diversity and inclusion conversations often focus on gender, race, and disability, ageism remains the “silent bias” in many hiring processes.

The Reality of Ageism in UK Hiring

Even with the Equality Act 2010 making age discrimination unlawful across recruitment, pay, promotion, and dismissal, age bias remains widespread and often subtle.

Common Challenges Older Workers Face:

• The “Too Old” Cutoff: Research shows that employers typically start viewing candidates as “too old” around age 57,  well before state retirement age.
  (Source: Turner, 2023)
• Widespread Perceived Bias: Over 36% of job seekers aged 50–69 feel disadvantaged during job applications due to their age.
  (Source: Smith et al., 2022)
• Recruiter Pressures: Nearly 42% of HR professionals admit feeling pressured to prioritise younger candidates during recruitment.
  (Source: Turner, 2023)
• LinkedIn’s Younger User Base: Platforms like LinkedIn, often central to job searches, have an age distribution heavily weighted towards younger users. As of April 2024, only 3.8% of LinkedIn users are over 55, compared to over 50% aged 25–34.
  (Source: Statista, 2024)

The Digital Skills Myth

A persistent stereotype is that older workers lack digital competency.  However, research by the Centre for Ageing Better (2022) found that many over-50s are just as digitally capable as their younger peers, particularly when given proper upskilling opportunities.

Yet job adverts often use coded language like:

• “Digital native”
• “Recent graduate”
• “Energetic self-starter”

Such wording can unintentionally discourage older candidates from applying.

Economic and Social Costs of Exclusion

Ageism isn’t just a fairness issue, it’s an economic one.

Ignoring experienced older workers could cost England and Wales an estimated £138 billion in lost economic output.
(Source: Turner, 2023)

Additionally:

• A third of over-50s say they would like to keep working beyond the state retirement age.
  (Source: Turner, 2023)
• Long-term unemployment linked to ageism negatively impacts mental health, with higher depression rates among older jobseekers compared to younger groups.
  (Source: Age UK, 2023)

What’s Being Done at a Policy Level?

Recognising the problem, the UK Government has launched initiatives like the “Midlife MOT” and tailored back-to-work programs targeting older jobseekers.  These provide support with retraining, CV building, and confidence coaching.

But while government efforts help, real change must come from employers themselves.

What Good Looks Like: Age-Inclusive Employers

Some UK employers are leading the way on age diversity:

• Barclays: Runs “Returnship” programs for professionals returning to work after a career break.
• B&Q: Known for actively hiring older workers and valuing their customer service experience.
• Aviva: Offers mid-life career reviews for employees over 45.

These organisations understand that a multi-generational workforce brings broader experience, better decision-making, and stronger business performance.

Steps Employers Can Take Today

Here’s how businesses can start addressing age bias:

• Bias Awareness Training: Help hiring managers recognise and counteract unconscious age bias.
• Inclusive Job Ads: Use age-neutral language and focus on skills, not stereotypes.
• Age-Diverse Interview Panels: Reduce bias by ensuring interviewers represent a range of ages.
• Flexible Work Options: Older workers may value part-time, remote, or phased retirement plans.
• Tech Upskilling: Offer training to ensure all employees stay current with digital tools.

Final Thoughts: It’s Time for an Age-Inclusive Workforce

Age should be seen as an asset, not a barrier.

Employers that embrace age diversity will unlock untapped skills, enhance their reputation, and improve economic performance.