Focus on potential, skills and ability
...not age
Related Information
In this section
- Recruitment
- Employee benefits and pay
- Training and development
- Flexible working
- Redundancy
- Retirement
- Workforce management
- Health and safety
"Weekends are a very busy time for us and many older people are attracted to weekend working. We have job sharing,
flexible retirement and part-time working helping us attract and retain staff. Quite simply, employing older people
makes good business sense to our company."
Glynis Frew, HR Director, Hunters Estate Agents
"Flexible working options help people choose when they work. We offer a range that includes flexi-hours, reduced
hours or other options. One example in nursing is the opportunity to take on a position with less responsibility such as
moving from a position with a high workload to a more general nursing role."
Spokesperson, Portsmouth City Primary Care NHS Trust
State Pension deferral
Taking up your State Pension later. When you reach State Pension age you don't have to claim your State Pension straight away. You may not need the income from your State Pension immediately because, for example, you intend to carry on working.
State Pension deferral simply means putting off claiming your State Pension when you reach State Pension age, or choosing to stop claiming it after you have already claimed it. This allows you to build up extra income or a taxable lump-sum payment.
You can claim State Pension while you carry on working. Your earnings will not affect the amount of State Pension you get but, as State Pension counts as income for tax purposes, claiming State Pension may affect the amount of tax you have to pay.
More information on The Pension Service website.
Good Practice
Flexible working
The demand for changes to work patterns fluctuates during different stages of life. For example, parents with young children may want to work during the school term and older workers may prefer to reduce their hours when they approach retirement or decide to continue working.
Employers are increasingly looking at ways to accommodate the growing demand. These include:
- flexitime
- shift work
- job sharing
- compressed hours
- part-time
- reduced hours
- temporary contracts
- seasonal work
- term time only
- home working
- unpaid leave.
When making decisions on flexible working, employers must not use age as a factor. Staff of all ages may have legitimate reasons for wanting to take advantage of flexible working arrangements. But bear in mind that some staff, including older workers, may not know how to go about asking.
It is important that staff, managers and supervisors are made aware of what options are available. They should also be made aware of how decisions are made when requesting flexible working and what criteria are used to make those decisions.
Decisions must be made on individual and business needs, not on age or personal views. A trial period is a good way for both parties to assess the benefits or any disadvantages before committing to different patterns of working.
Remember, flexible working is an attractive option for all ages so job applicants should also be made aware of what is available. Another way to attract quality applicants.
A flexible approach for a strong business
Employees who are considering working differently as they approach retirement, or plan to continue working, may wish to discuss the various options with their personnel or pensions department or their manager. Employers should work with their staff to make sure both parties are aware of the benefits and opportunities that flexible retirement offers.
Employers should:
- Review employment contracts to incorporate flexible retirement options. Inform employees of company policies related to retirement issues and ensure staff fully understand how these affect their pension entitlement.
- Work closely with staff to find out their ideas and preferences related to their retirement or
- plans to continue in employment.
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