3.1.2 In the workplace

Meaningful work can help people stay active, feel valued and improves health and well-being. However, ageism and discrimination within the workplace – founded on debunked myths about a lack of productivity, poorer health and an unwillingness to adapt to change – is a barrier to older people remaining in, or re-entering, paid work.

Older workers in Wales seem to face greater barriers to employment than those in other parts of the UK. Figures show that during 2024-25 employment rates for people aged 50-64 were lower in Wales than in all other parts of the UK, and more than 10% lower than in some areas. (ONS, 2024)

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Figure 11: Older people’s employment by UK region (2024-25)

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A bar chart titled 'Older people’s employment by UK region (2024-25)' showing employment rates for two age groups: ages 50–64 and ages 65+. For ages 50–64, employment percentages range from about 64% to 76%, with the highest in the East (75.7%) and South East (75.7%), and the lowest in Wales (63.9%). For ages 65+, employment ranges from about 8% to 21%, with most regions between 10% and 14%, except London which is highest at 21.3%. The data is sourced from ONS, 2024.

Figure 11: Older people’s employment by UK region (2024-25)

When applying for jobs or whilst in work, the following questions may be helpful in determining whether ageism is present:

• Do job advertisements give you the impression that the employer might not be interested in you as an older person (e.g. the employer asking for qualifications such as GCSEs or recruitment being targeted at graduate fairs)?
• In the workplace, are opportunities for promotion and training open to people of all ages on an equal and fair basis?
• In the workplace, are work appraisals unclouded by preconceptions about age and based on actual performance?
• If redundancy situations arise, are they carried out without assumptions about age (e.g. free from assumptions that older people will soon retire)?
• It is important to note that there may be an ‘objective justification’ for treating someone differently based upon age in an employment context. This could include examples such as age limits to do certain jobs or payment of the National Minimum Wage.

If you feel you are experiencing age discrimination in looking for work or in the workplace, you can:

• Speak to your Trade Union or employee representative in the workplace.
• Talk with the employer to seek an informal and agreeable solution.
• Make a formal complaint to the employer using their grievance procedure.
• Take a claim to an employment tribunal (time limits apply for making a claim – 3 months minus 1 day from the date of the last incident of discrimination, you should contact the ACAS early conciliation service to try and resolve the matter first).

At any of the stages above, you can get free advice and support from a specialist agency that can give you advice based upon your individual experiences and circumstances (e.g. from the Advisory, Conciliation and Arbitration Service [Tip: hold Ctrl and click a link to open it in a new tab. (Hide tip)] (ACAS)).