Flexible working policies are a key strategy for employers to both retain older workers and help them undertake the transition into eventual retirement. For employees aged over 50, flexible working can also have numerous benefits including reduced stress, greater freedom, and improved work/life balance, as this article shows.

The workforce is ageing yet research shows that the majority of employers have done little or nothing to change their employment policies and practices in order to adapt and benefit from this. Currently many older employees at all levels retire completely and earlier than they need taking with them valuable skills and knowledge - even though transitional retirement policies could generate significant competitive advantage for employers as this article explains.

Enlightened employers must start to design and implement radical new age management policies if they want to generate real business benefits from increasing worker longevity and the ‘demographic timebomb’. This means taking a strategic approach to employee retention and retirement and considering how older employees might best contribute, as this article explains.

A portfolio career, as its name implies, is one in which you spread your skills, time and talents over a number of different areas – some of which may earn you money, and some of which – for whatever reason - you may do for free. As a new career structure it has numerous advantages for the over 50s, as this article explains.

Demographic trends are increasingly creating a shortage of younger skilled workers - a situation which is forecast to worsen over the next decade. This means that investing in training, developing, and re-skilling older workers needs to become a priority for employers, for whom, as this article demonstrates, there is much to be gained in terms of increased older worker productivity, commitment and engagement.