Extending working life Behaviour change interventions
While a positive feature of the post-war period, increasing longevity brings new challenges, not least with respect to provision for old age. In particular, it impacts on the ratio of working to non-working life. Beyond public policy concerns over the long-term fiscal sustainability of current retirement norms (State Pension age (SPA) and earlier), recent years have witnessed interest from some employers, conscious of skills shortages and attracted to flexible working arrangements, as well as calls from the older age organised interest groups for enhanced access to paid employment in later life.
Despite recently announced incremental rises in the minimum age at which State Pension is claimable, it is apparent that a significant proportion of the working population continue to leave the labour market before their SPA, either through choice, diminished health status or as a consequence of employer policies. Moreover, working beyond SPA represents a minority activity.
The economic and social implications surrounding the continuance of exiting custom and practice has resulted in the UK Government prioritising ways of encouraging individuals to remain in paid employment for longer. The Department for Work and Pensions (DWP) has strategy responsibility for all aspects of older worker employment. A core element of its remit relates to finding ways to stimulate higher rates of employment amongst individuals aged 50 and over.