Written by Mike Mansfield, CEO of ProAge (November 2024)

As businesses across Greater Manchester strive to build resilient, inclusive workforces, one key element is often underestimated: the value of experienced older workers. Flexible working is more than a perk—it’s a strategic necessity for employers seeking to harness the skills, experience, and reliability that older employees bring. At ProAge, we collaborated with students from Lancaster University to assess current flexible working arrangements and whether they genuinely meet the needs of older workers. The findings reveal that flexible work is essential for businesses looking to attract and retain this talented demographic.

What Older Workers Value in Today’s Workplace

Our research at ProAge, supported by insights from the Greater Manchester Older Persons Network, shows that flexibility is more than a convenience for many older workers—it’s essential. Health considerations, caregiving responsibilities, and a balanced transition towards retirement are common concerns for this group. Employers who accommodate these needs through flexible work arrangements demonstrate respect for the unique contributions of older employees.

Both our research and studies from organisations like the Chartered Institute of Personnel and Development (CIPD) confirm that flexible work options—such as remote working, part-time roles, and flexible hours—significantly boost job satisfaction among older employees (CIPD Flexible Working Report). These arrangements support a better work-life balance, addressing health, caregiving, and personal needs, which are particularly relevant to this demographic. When workers feel valued and supported in managing their lives, they’re more likely to stay—saving employers the cost and disruption of frequent turnover.

The Employee Perspective: Navigating Flexibility in the Workplace

For older workers, flexible working is more than just a benefit—it’s crucial for engagement and retention. Many older workers in our study expressed that flexibility enables them to continue working while managing health concerns or caring responsibilities. However, a gap often exists between the demand for flexibility and the availability of these arrangements. Our research found that employees can feel unsure about when to bring up flexible work requests. Many fear that asking during interviews might harm their chances of being hired, and waiting until they are established in the role makes the request feel more burdensome. As a result, employees sometimes feel pressured to justify the request with a specific reason, like caregiving, even when their main need is simply a better work-life balance.

Addressing these concerns could help improve the alignment between employees’ needs and organisational offerings, allowing for a smoother, more supportive integration of flexible work practices.

The Employer Perspective: Why Flexibility is a Strategic Advantage

For employers, flexibility in work arrangements is a valuable tool, not only for attracting a diverse talent pool but also for enhancing productivity and strengthening workplace culture. In our interviews, many employers communicated a strong commitment to making flexible arrangements work effectively for their teams, recognising the value of empowering employees to manage their own schedules.

Our findings show that employees—especially older workers—are more productive when they control their schedules. Their experience, self-motivation, and discipline mean they often produce higher-quality output when working flexibly. Employers also benefit from a broader talent pool by offering flexible arrangements, as these options make roles accessible to skilled workers who may need to balance work with other responsibilities. Flexibility attracts not only older workers but also caregivers, parents, and those with health conditions, creating a more inclusive workforce.

Finally, Improved Workplace Culture is a significant outcome of flexible working policies. By prioritising flexibility, employers signal trust and respect for their workforce. Feedback from older employees in our studies highlights how this autonomy fosters loyalty and satisfaction, contributing to a positive workplace culture.

How to Implement Flexible Working for Older Workers

For those considering flexible working policies, start by understanding your team’s specific needs. Successful organisations often begin with a survey or needs assessment to determine the most beneficial types of flexibility. Key options include:

• Flexible Start and Finish Times: Allowing adjustments can make a big difference for those balancing personal responsibilities.
• Remote Work Options: Many older workers appreciate the chance to work from home, even on a part-time basis.
• Focus on Outcomes: Shifting focus from hours worked to outcomes achieved enables older workers to apply their expertise effectively without rigid schedules.

Flexible Working as a Forward-Looking Strategy

As Greater Manchester continues to champion inclusive employment practices, flexible working stands out as a powerful tool for attracting and retaining older talent. Employers who adopt this approach can harness the skills, experience, and loyalty of older workers, giving them a competitive edge in an evolving workforce.

To learn more about the impact of flexible working on older workers, explore ProAge’s research here.