There are many myths about employing ageing workers. There is evidence to show that they can in fact be less costly to employ and do not necessarily become less productive. There are net human resource cost benefits for mature age workers with less training costs and lower job mobility.

Generally research suggests that ageing workers have lower turnover, are more loyal, and have stronger work values. Absenteeism is less common, but it can be longer than for younger workers.

Productivity

There is no significant difference in productivity between young and old workers.

Learning new skills

Older workers may take longer to learn new skills, but once they have, their knowledge and application is more thorough.

Research in this area states:

“There is strong evidence that work disability duration is significantly reduced by work accommodation offers and contact between healthcare provider and workplace; and moderate evidence that it is reduced by interventions which include early contact with worker by workplace, ergonomic work site visits, and presence of a RTW coordinator.“

Franche, R.L., et al., Workplace-based return-to-work interventions: a systematic review of the quantitative literature. J Occup Rehabil, 2005. 15(4): p. 607-31.

And:

“Functional improvement and return to work are more strongly predicted by employer factors (job tenure, physical work demands, availability of modified duties, earlier reporting to employer) and self-ratings of pain and mood than by health history or physical examination.”

Shaw, W.S., et al., Early disability risk factors for low back pain assessed at outpatient occupational health clinics. Spine, 2005. 30(5): p. 572-80.

More good information is found at:

Developing strategies to promote mature age workers to employers - Dept of Employment and Workplace Relations

Canadian resources

Or you can contact QOH for more information or a powerpoint presentation on this topic.