The document discusses the challenges faced by older workers over age 45 in continuing to work. It notes that older workers choose to work for health, fulfillment, or due to inadequate retirement savings. Many older workers only find part-time or temporary jobs that pay poorly. The document recommends that employers and the government provide assistance and training for older workers to help them navigate new hiring practices and address ageism.

1. Employment
When ‘Over 45’:
A Challenge for
Some
October, 2013

2. Reasons to Continue to Work
1. Older workers choose to continue to work for health or for personal fulfillment
2. Some need funds for retirement or other obligations. No pension, or savings are
inaedquate
3. Employers may anticipate a negative effect on their benefit plans vs. hiring a younger
person?
4. Continuing challenge: Many older workers have part-time or temporary work which
does not paywell

3. What Should be Done?
1. Older workers are 45% of the workforce, they need employer and government help
tailored for them
2. Older workers are unfamiliar with social media hiring practices and this method does
not allow for an adequate description of their abilities. They need training in these
approaches.
3. The job search for an older worker may be prolonged. They need additional
consideration
4. The government and employers need to be educated about the value of older workers
to overcome ageism

4. Employment
When ‘Over 45’:
A Challenge for so
Many
October, 2013

5. Reasons to Continue to Work
1. Older workers choose to continue to work for:
a. Health – maintain a healthy liftestyle or routine
b. Personal fulfillment - passion for the cause
c. Additional funds are needed for retirement or other obligations. No pension, or savings are
inaedquate
d. 72% of pre-retirees are worried about maintaining a reasonable standard of living for the rest
of their lives
2. Continuing challenge: Many older workers have part-time or temporary work which
does not paywell
3. Are physically and mentally healthier than younger generations

6. What Should be Done?
1. Assistance from Employers and Government:
a. Older workers are 45% of the workforce, they need employer and government help tailored
for them to navigate the new workplace
2. Provide New Tools:
a. Older workers are unfamiliar with social media hiring practices and this method does not
allow for an adequate description of their abilities. They need training in these approaches
b. The job search for an older worker may be prolonged. They need additional consideration

7. Employers/Government Should Consider:
1. Employers may anticipate a negative effect on their benefit plans vs. hiring a younger
person?
2. The government and employers need to be educated about the value of older workers
to overcome ageism
3. Be creative: to honour and value our older workforce, provide solutions to keep the
expereince and knowledge in the workplace