It is one thing for an organisation to say it supports older workers. It is quite another to show it — in its policies, its culture, and the way it treats people who have been part of the workforce for decades. With rising life expectancy, shifting retirement patterns, and the cost of living making continued employment a necessity for many, the question of who is getting it right when it comes to age-friendly work has never been more important. 

Fortunately, some employers are beginning to recognise that older workers are not just a box to tick, but an asset to be nurtured. They bring experience, reliability, emotional intelligence, and often a calm perspective earned through time. Good employers know this. Great ones build it into the way they hire, train, and retain. 

The Centre for Ageing Better has been instrumental in defining what age-friendly employment can look like. Their Age-Friendly Employer Pledge invites organisations to commit to being more inclusive of older workers — not just in theory, but in practice. That means everything from flexible hours to age-positive language in job adverts, support for career development later in life, and proactive policies to prevent age discrimination. 

Some big names have already signed on. Legal & General, Aviva, and DWP have all made public commitments to becoming more age-inclusive. B&Q, long known for hiring older staff, remains one of the most recognised examples. For years, they have championed the value of mature employees, often pointing to their patience with customers, their product knowledge, and their ability to mentor younger colleagues. 

But it is not just large employers leading the way. Smaller businesses and charities are also creating welcoming spaces for people in their fifties, sixties, and beyond. In Brighton, a local bakery made headlines last year for offering job-share roles to semi-retired professionals who wanted to keep working without the pressure of full-time hours. In Manchester, a social enterprise is actively recruiting people over 60 to work part-time in roles ranging from community outreach to mentoring young adults. 

These examples are heartening. But for many older jobseekers, the reality remains mixed. Hidden age bias can creep into recruitment processes. Assumptions about energy levels, adaptability, or tech skills can hold people back before they have even had the chance to show what they can do. That is why age-friendly employers matter — not just for the individuals they support, but for the message they send. That experience is valuable. That learning does not stop at 50. That you do not become invisible at 60. 

The challenge ahead is not simply to celebrate those doing it well, but to encourage more to follow. For employers, that means looking again at their practices. For policymakers, it means creating incentives and frameworks that reward inclusive employment. And for all of us, it means speaking up when we see unfairness, and sharing stories of what good can look like. 

If you are still working — or thinking about returning to work — it is worth knowing that there are employers out there who will see your age not as a problem, but as part of your strength. They are not always easy to find. But they do exist. And their numbers are growing.