More than five million workers over the age of 50 are concerned that health issues will prevent them from prolonging their working lives.
That’s according to research from Insurance firm Aviva’s latest Real Retirement research.
Half (55%) admit to fearing that work will become detrimental to their health or they might not be well enough to keep working, including 13% who say this is already an issue for them.
Fewer than one in five say they have access to wellbeing advice and initiatives in the workplace which could help prevent health issues from impacting their careers.
While Aviva’s research suggests the average over-50 worker expects to retire completely at 66, many intend to work into their late 60s and beyond.
Nearly half now expect to work past the age of 65 – the former Default Retirement Age – including nearly one in four who plan to work beyond 70 and 13% who do not expect to ever retire fully.
Two in five don’t know when they’ll be able to retire fully.
Many older employees already expect to retire later than they planned to at a younger age. Among those who know when they expect to retire three in five or 3.6 million people say their expected retirement age is older than they thought it would be ten years ago.
In 2010, the average retirement age for men and women was 65 and 62 respectively.
Aviva’s research suggests the average expected retirement age for both men and women in 2017 is 66.
Those retiring later than planned are partly doing so out of financial necessity. Two in five do not have enough in their pension savings to retire when they wanted to and 32% say the cost of living means they cannot afford to stop working.
However, a third choose to keep working as they enjoy the mental stimulation of their job and more than one in four would be lonely without the social interaction.
Another factor which could prevent over-50s workers from working as they age is a lack of employer support. Only 14% feel their workplace culture is positive towards older workers.
More than a quarter say their employer values the youth and vitality of younger employees above their experience and knowledge, while one in five say their employer’s views on older workers limit their future work prospects.
Almost one in four or 2.2 million people – worry their jobs won’t suit their needs as long as they need it to. This could partly be due to a lack of appropriate workplace support for older workers.
The most important forms of workplace support for workers over the age of 50 are a positive workplace culture for older workers (valued by 47%), reduced working hours or part-time working/job sharing (33%) and career flexibility such as reduced responsibilities or a job description change (29%).
However, not all over-50s workers are currently able to access these forms of support with just 11% able to negotiate career flexibility.
One in ten say new skills training is important for workers over the age of 50, suggesting workplace support is also needed to help older workers continue growing in their careers.
A quarter (24%) of over-50s workers agree opportunities for career progression is an important part of working life at their age.
Lindsey Rix, Managing Director, Savings and Retirement at Aviva said:
“There is now a clear trend of people working for longer and delaying their retirement. Although some are staying in work out of financial necessity, others want to keep working because they value the mental and social stimulation their job brings.
“One of the primary concerns people have about working beyond their 50s is the impact this could have on their health, or whether any health concerns might prevent them from working. Although it’s hard to predict what the future might bring, having access to health and wellbeing support in the workplace can help minimise the impact health problems have on people’s ability to work. Flexible working options and reduced responsibilities are also a way of ensuring those with developing health concerns can remain in the workforce.
“Negative employer views towards older workers are a real roadblock to over-50s’ careers, and need to be stamped out as quickly as possible. Employers must recognise that over-50s bring with them a wealth of valuable knowledge, skills and experience that would be an asset to any business. Workers who feel undervalued at work on the basis of their age should therefore feel safe to speak up and voice their concerns. All older workers should have the opportunity to support both their financial and personal wellbeing through work.”