Will the over-50s solve the skills shortage crisis?

Reevaluating their lifestyles during the pandemic saw many over-50s leaving the workforce.

Some reduced their hours, switching to part-time roles, while others opted for early retirement and left completely. 

Without a large number of young workers coming in to replace them, this exodus has left a skills gap that businesses are still struggling to fill.

Not only is this leading to companies finding it challenging to grow, but Laura Brown, a director at East Anglian commercial law firm, Howes Percival, said it could have "a negative impact on the morale of their existing staff who complain about being stressed and aggrieved about picking up responsibilities over and above their job descriptions". 

Laura Brown, from Howes Percival (Image: Howes Percival)

To help ease the skills shortage, the government has been putting forward plans to encourage the over-50s back into the workplace. 

Last month it was reported that the work and pensions secretary Mel Stride was considering allowing those aged 50 and above to be exempt from paying income tax in a bid to get them back into work. 

In addition to this, the government's 'Mid-Life MOT' plan is due to go ahead, which will provide people in their 40s and 50s with employability, wellbeing and financial advice. 

Clearly, the government has identified the over-50s as a key age group to filling the skills gap - but will this age group be welcomed by employers?

Discrimination can be an issue with some recruiters, which may be an obstacle when it comes to successfully hiring older workers. 

Ms Brown said: "I have reminded a few businesses to fully train all those involved in the recruitment process on equality, diversity and inclusion to ensure that they are not directly or indirectly discriminate against certain age groups and to ensure that they are aware of the benefits of a multi-generational workforce."

Rebecca Headden, co-director of Norwich recruitment agency R13, said that their policy has always been to "take every individual work seeker on their own merits, recognising transferable skills and experience and propositioning them accordingly to our clients".

Rebecca Headden, co-director of Norwich recruitment agency R13 (Image: Rebecca Headden) 

She added: "That said, in some instances, we have seen reticence from work seekers who feel they lack the digital skills to transition into some office-based jobs, especially with the trend of hybrid working on the rise.

"As a result, we have worked with employers on how to upskill their employees through onsite and remote training, buddy systems, reviews and support."

Emma Baylis, from recruitment agency Select Recruitment, is also supportive of the drive to encourage over-50s back into the workplace saying that the "economy cannot afford to lose the career experience, skillset and seasoned judgement of older workers in such a tight labour market". 

Emma Baylis, from Select Recruitment (Image: Select Recruitment)

She added that recruiting the over-50s offers "lots of fantastic advantages" and that "more experienced, older employees can support leadership teams with upskilling or take on those finicky projects that need a more experienced eye". 

It is not just office-based recruiters that are considering more experienced workers, but the hospitality industry - which traditionally attracts younger workers - is also opening its doors to the over-50s.

Rob Spilling from Bread Hospitality, which specialises in hospitality recruitment across Norfolk and Suffolk, said that they "welcome any age group" and are "an inclusive industry whose workforces ranges from 16 to 60". 

Already businesses are starting to change how they view experienced workers and as the UK population continues to age, the shift towards attracting older employees to stay in the workforce is likely to continue.