A report examined labour market transitions among those aged between 50 and state pension age. Employment was the most common and most stable state. Inactivity with no desire to work was also very stable and the next most common state. Those with a working partner were more likely to be employed than inactive. For men, part-time work appeared to operate as a bridge between non-employment and full-time employment, working in both directions. For women, part-time work seemed to function more as a stable long-term state, and only seemed to operate as a bridge to reduce the extent of their participation in the labour market, but not as a bridge into full-time employment.
Source: Lorenzo Cappellari, Richard Dorsett and Getinet Haile, Labour Market Transitions Among the Over-50s, Research Report 296, CDS/Department for Work and Pensions (0113 399 4040)
Links: Report | Summary | DWP press release
Date: 2005-Dec
A literature review assessed the existing state of knowledge about factors influencing work and retirement. A combination of push and pull factors influenced movement out of the labour market. Poor health and disability were the two most significant factors pushing people in their 50s and 60s out of the labour market. A mix of socio-demographic characteristics, including marital status, gender, socio-economic status, housing characteristics, financial resources, and type of employment, influenced decisions to remain at work.
Source: Chris Phillipson and Allison Smith, Extending Working Life: A review of the research literature, Research Report 299, CDS/Department for Work and Pensions (0113 399 4040)
Links: Report | Summary | DWP press release
Date: 2005-Dec
A report said that 4 out of 5 employers had yet to begin their preparations for the introduction of age discrimination regulations in 2006.
Source: Golden Oldies at 50, Cranfield School of Management (01234 754348) and Eversheds
Links: Cranfield press release
Date: 2005-Sep
A research report explored the factors influencing the labour market participation of workers aged between 50 and 69. Exit from the labour market was generally associated with four strong factors: redundancy, ill-health, financial security, and caring responsibilities.
Source: Pat Irving, Jennifer Steels and Nicola Hall, Factors Affecting Labour Market Participation of Older Workers: Qualitative research, Research Report 281, CDS/Department for Work and Pensions (0113 399 4040)
Links: Report (pdf) | Summary (pdf) | DWP press release
Date: 2005-Sep
A report said that a 'one-size-fits-all' approach by the government and employers to tackle working for longer and retirement would be ineffective. Attitudes to work, retirement and pensions were not linked to age.
Source: Attitude not Age, Employers Forum on Age (0845 456 2495)
Links: EFA press release
Date: 2005-Sep
An article looked at the characteristics of older workers to see if they were different from those of people of the same age who were not participating in the labour market. It also aimed to explore people?s reasons for inactivity.
Source: Elizabeth Whiting, 'The labour market participation of older people', Labour Market Trends, July 2005, Office for National Statistics, TSO (0870 600 5522)
Links: Article (pdf)
Date: 2005-Jul
A report said that up to one million older workers wanted to return to work, but too many were being prevented from doing so because of a lack of flexible working arrangements. This had a particularly serious impact on older people who had caring responsibilities, the majority of whom were women.
Source: Wendy Loretto, Sarah Vickerstaff and Phil White, Older Workers and Options for Flexible Work, Working Paper 31, Equal Opportunities Commission (0161 833 9244)
Links: Report (pdf) | EOC press release | Guardian report
Date: 2005-Jul
The government began consultation on measures implementing the European Employment Directive on age discrimination. Under draft regulations (which would not affect the age at which people can claim their state pension) there would be a ban on age discrimination in terms of recruitment, promotion and training; and a ban on all retirement ages below 65, except where objectively justified. The upper age limit for unfair dismissal and redundancy rights would be abolished. The regulations would come into force on 1 October 2006.
Source: Coming of Age: Consultation on the Draft Employment Equality (Age) Regulations 2006, Department of Trade and Industry (0870 150 2500)
Links: Consultation document (pdf) | Summary (pdf) | Draft regulations (pdf) | Hansard | DTI press release | CBI press release | Guardian report
Date: 2005-Jul
A report examined employers? human resource practices, in order to see how prepared they were for the pending legislation on age discrimination in the workplace. Explicit policies on managing the age balance of the workforce were rare.
Source: Stephen McNair and Matt Flynn, The Age Dimension of Employment Practices: Employer case studies, Employment Relations Research Series 42, Department of Trade and Industry (020 7215 5177)
Links: Report (pdf)
Date: 2005-Jun
A paper explored older people s decisions about work around state pension age. It drew on recent qualitative research to argue that work decisions reflected long-standing dispositions and priorities.
Source: Jane Parry and Rebecca Taylor, Changing Priorities, Transformed Opportunities?, Policy Studies Institute (020 7468 0468)
Links: Paper (pdf)
Date: 2005-May
A report by a committee of MPs said that unemployment among those over 50 was costing the economy up to 31 billion a year, and that the New Deal for Older People programme had not been monitored by the government.
Source: Welfare to Work: Tackling the barriers to the employment of older people, Tenth Report (Session 2004-05), HC 439, House of Commons Public Accounts Select Committee, TSO (0870 600 5522)
Links: Report | Help the Aged press release | Guardian report
Date: 2005-May
A collection of papers explored ways in which opportunities in later working life could be improved.
Source: Donald Hirsch et al., Sustaining Working Lives: A framework for policy and practice, Joseph Rowntree Foundation (01904 629241)
Links: Papers (pdf links)
Date: 2005-Apr
A report analyzed people's experiences, motivations and attitudes towards age and work. The findings were based on focus groups, in-depth interviews and telephone interviews among nearly 1,700 people. It was a 'myth' that age discrimination only affected the 50+ age group: ageism at work was a bigger problem for people in their late teens than their 50s.
Source: Age at Work: The definitive guide to the UK's workforce, Employers Forum on Age (0845 456 2495)
Links: EFA press release | Help the Aged press release | Guardian report
Date: 2005-Feb
An article said that the employment rate for people aged 50 and over had continuously increased since 1993. Factors in this were the increasing labour market participation of ethnic minorities in the 50+ age group, and the general strength of the labour market reflected in increased earnings.
Source: Ulrike Hotopp, 'The employment rate of older workers', Labour Market Trends, February 2005, Office for National Statistics, TSO (0870 600 5522)
Links: Article (pdf) | ONS press release (pdf)
Date: 2005-Feb
