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.
Quiz: Are You Interview-Ready?
Landing your dream job starts with one crucial step: acing the interview. Whether you’re a fresh graduate, a professional making a career switch, or someone returning to the workforce, your interview skills can make or break your chances.
But here’s the big question: Are you truly interview-ready?
Take this short quiz to find out where you stand, and get tips to boost your performance!
The Interview-Readiness Quiz
For each question, pick the option that best describes you. Keep track of your answers!
1️⃣ How do you usually prepare for an interview?
A) I research the company, practice common questions, and review the job description in detail.
B) I glance over the company website and hope for the best.
C) I don’t really prepare much. I like to “wing it.”
2️⃣ How comfortable are you with answering the dreaded “Tell me about yourself” question?
A) I have a well-rehearsed, concise, and relevant answer.
B) I ramble a bit but eventually get to the point.
C) I freeze or get awkward every time.
3️⃣ Do you tailor your answers to match the specific job role?
A) Always! I align my skills and experience with the job requirements.
B) Sometimes… when I remember.
C) Not really. I just talk about my general background.
4️⃣ How do you dress for interviews?
A) I dress professionally and appropriately for the industry.
B) I go for casual-smart but don’t overthink it.
C) I don’t put much thought into it.
5️⃣ How do you handle tricky questions like “What is your greatest weakness?” or “Why should we hire you?”
A) I prepare thoughtful, honest, and strategic answers.
B) I try to improvise on the spot.
C) I stumble and give vague or cliché answers.
6️⃣ Have you practiced answering behavioral questions (like using the STAR method: Situation, Task, Action, Result)?
A) Yes! I prepare examples in advance.
B) I’ve heard of the STAR method but don’t use it much.
C) STAR method? What’s that?
7️⃣ Do you prepare questions to ask the interviewer?
A) Absolutely! I always have a few insightful questions ready.
B) Maybe one or two… if I remember.
C) I never really ask questions.
Now… Let’s See How Interview-Ready You Are!
Mostly A’s:
🎉 You’re Interview-Ready!
You’re well-prepared and know how to present yourself confidently. With continued practice and polish, you’re on track to impress employers.
Mostly B’s:
✨ Almost There!
You’ve got a good foundation but need more consistency and preparation. Spend more time researching, practicing, and structuring your answers.
Mostly C’s:
🚩 Time to Prepare!
Right now, you might not be interview-ready—but don’t worry! Start by focusing on company research, practicing common questions, and using methods like STAR for behavioral answers.
⭐ Tips to Improve Your Interview Readiness:
- Practice mock interviews with a friend or mentor.
- Record yourself answering questions to observe your tone and body language.
- Research the company culture so you can tailor your responses.
- Stay updated on industry trends and job market expectations.
- Work on storytelling techniques to make your experiences memorable.
Final Thought:
Interviews are as much about confidence and preparation as they are about your qualifications.
Use this quiz as your starting point, and take proactive steps towards becoming interview-ready.
Good luck!
The companies thriving in 2025 are the ones that truly invest in their people. LinkedIn’s newly released list of the Top 25 Companies in the UK goes beyond big names, it’s a clear snapshot of what great workplaces look like right now.
For company directors, this list is more than just recognition. It offers real, practical insights into what professionals value most, growth, purpose, flexibility, and shows how leading organisations are turning those expectations into a competitive advantage.
Here’s what they’re doing right:
1. Career Growth is Non-Negotiable
Top companies are proactively enabling vertical and lateral movement within the organisation. Employees are encouraged to stretch beyond their current roles, and clear paths to promotion are supported with mentoring, tools, and visibility.
How Leaders Can Act on This: Make it clear how employees can grow within the company, and invest in training them to become leaders, your next leaders are already working for you.
2. Learning is Embedded, Not Optional
Oracle and Vertex Pharmaceuticals, for example, offer world-class upskilling resources that go beyond technical skills, including emotional intelligence, agile thinking, and future-focused innovation.
How Leaders Can Act on This: Invest in learning platforms and integrate upskilling into the performance review cycle. Offer time and budget for real growth, not just compliance.
3. Inclusion is Business Strategy
Top employers have measurable goals around gender diversity, inclusive hiring, and cultural awareness. They back it with data and leadership accountability.
How Leaders Can Act on This: Don’t bury DEI in HR. Tie diversity outcomes to executive KPIs and make them part of your strategic reviews.
4. Employer Brand is Employee-Led
These companies are where people want to work, and their employees say so publicly. They cultivate employee advocacy by creating experiences worth sharing.
How Leaders Can Act on This: Empower your employees to be your best ambassadors. Celebrate wins publicly, share career stories internally, and reward thought leadership.
5. Stability Attracts Top Talent
Especially in uncertain markets, candidates are gravitating toward companies with a strong sense of direction and financial resilience. AstraZeneca, for instance, is not just innovative, it’s dependable.
How Leaders Can Act on This: Communicate vision with clarity. A stable narrative builds trust. Let your team (and potential hires) know where the company is headed and how they fit into that story.
5 Ways Directors Can Use This List to Drive Growth
1. Benchmark Against the Best
Study the top 5 companies and ask: Where are we ahead? Where are we behind? Conduct an honest audit across development, mobility, brand, and culture.
2. Rethink Your EVP (Employee Value Proposition)
This list shows what modern professionals value: growth, flexibility, purpose, and inclusion. Align your EVP with these expectations and communicate it clearly during recruitment and onboarding.
3. Double Down on Development
Directors who champion L&D programs see stronger retention and higher engagement. Create leadership academies, fund external learning, and incentivise managers who coach effectively.
4. Leverage LinkedIn More Strategically
These companies win by treating LinkedIn as both a recruiting tool and an employer branding engine. Ensure your leadership team is visible, your company page is active, and your culture is showcased consistently.
5. Create Feedback Loops
The best companies on the list aren’t just building cultures, they’re listening to them. Conduct pulse surveys, host listening sessions, and let employees shape the culture they live in.
Culture Is a Strategy
The LinkedIn Top Companies list makes it clear: growth, retention, and brand reputation all begin with one thing, how your people experience your company.
As a director, your role isn’t just to hit quarterly numbers, it’s to create an environment where people can thrive long-term. Because when your people grow, your business follows.
In 2024, one the challenges we came across was companies setting expectations that just didn’t match up with the salary they were offering. A lot of businesses were expecting candidates to take on critical roles, but the salary they offered just wasn’t the right salary for the job.
This wasn’t a small problem, it had real consequences. In fact, in our searches last year, 22% of candidates who had the right experience, skills, and values didn’t move forward because the salary wasn’t competitive enough.
What Does That Mean?
It meant those candidates were either already making more, were offered the same, or just didn’t see a big enough increase to make a change.
22% might not sound like a lot, but that’s still a pretty significant group of people who could have been a perfect fit and helped push the business forward. And while money isn’t the number one reason people look for new opportunities, most people expect at least a 10% increase when they move into a new role, especially those who are not actively looking.
Why the Right Salary Still Matters
While it’s true that money isn’t always the top reason someone looks for a new job, salary does play a big part. Most people expect a 10% to 20% increase in salary when they make a change. It’s a reflection of their experience, skills, and the value they bring, and it’s important that the salary reflects that.
It’s Not Just a Job; It’s a Career
People aren’t just looking for another job, they’re looking for a career. They want to grow with the company, make an impact, and be part of something bigger.
As an employer, it’s important to show candidates that your company is a place for long-term growth, not just a stepping stone. But for that to happen, you need to recognise their value and offer the right salary. When employees feel valued and are paid what they’re worth, they’re more likely to stick around and put in the effort to help the business succeed.
Investing in Employees: A Win-Win
When you invest in your employees, by offering the right salary and giving them opportunities for growth, it benefits everyone. Employees who feel recognised and well-compensated are more motivated, loyal, and dedicated. They’ll be the ones helping your business grow and succeed year after year.
So, if you want to keep people around for the long haul and build a strong future, make sure you’re investing in them in a way that makes sense. Pay them the right salary, show them you care, and they’ll give that back to you in a big way.
If you want people to invest in your company for the long haul, you need to invest in them too.
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The success of any company is dependent on the happiness and engagement of its employees. An enjoyable employee experience is not something that happens by chance; it can be developed and maintained by conscious efforts.
Here are six essential methods for ensuring a positive employee experience at your workplace:
Cultivate a Positive Workplace Culture:
The foundation of a successful employee experience is a strong and positive workplace culture. It establishes the tone for how employees communicate, collaborate, and engage in their job. Establishing and communicating core values, as well as leading by example, will assist in creating a culture of respect, collaboration, and mutual support.
Invest in Onboarding and Training:
The first stage in the employment journey is onboarding. A comprehensive onboarding process makes new employees feel welcomed, informed, and prepared for their roles. After the onboarding process, provide ongoing training and development opportunities to assist individuals improve and succeed in their professions.
Empower and Recognise Employees:
Give employees autonomy and decision-making opportunities within their roles to empower them. Encourage creativity and innovation. Additionally, recognise and reward employees for their contributions on a regular basis. This not only raises morale but also encourages positive behaviours.
Clear Communication and Feedback:
Effective communication is essential. Create open and transparent channels for employees to share their thoughts, concerns, and ideas. Provide regular feedback and performance evaluations to guide their professional development.
Work-Life Balance and Well-being:
Prioritise the well-being of your employees. Encourage a healthy work-life balance and support mental and physical health initiatives. Flexible work arrangements and wellness programs can go a long way in ensuring employee well-being.
Career Growth and Opportunities:
Show a clear path for career advancement within the organization. Offer opportunities for skill development and progression. Employees are more likely to stay engaged and motivated when they see a future with your company.
By focusing on these aspects, you can guarantee a successful employee experience in your organisation. A satisfied and engaged workforce is not only more productive but also more likely to stay loyal to your company, contribute to its growth, and enhance its overall success.
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