Diversity - Age

Health and safety legislation applies to all regardless of age. It is unlawful to discriminate against young workers as well as against older workers and stereotypes are damaging to the way we perceive age. Health and safety can sometimes be used as a false excuse for not employing someone.

Ageing workers

People are living longer and having a longer period of retirement. It is also important for people to be able to adjust the balance between home and work. For some, this balance may mean part-time working, job sharing, periods of unpaid leave or secondments. It is not about making people work longer into later life but allowing them more choice to do so and in ways which are safe.

Summary of research findings into age and ageing:

• Evidence suggests that there is little or no deterioration in performance in most types of work, at least until age 70. Age is not an equivalent of personal capacity to work. Exceptions are jobs requiring rapid reactions or physical strength. There are also wide individual differences in changes in cognitive capabilities with age, leading to the conclusion that such changes are more likely to be related to factors specific to the person, rather than the ageing process itself.
• Despite age-related health differences, sickness absence tends to be concentrated among those aged 30 or under. Typically, younger workers tend to be absent more often, but for shorter periods of time, whereas older workers are more likely to be absent for a whole week when they are absent.
• Similar trends are observable in terms of accidents. Younger workers have a 40% higher accident risk than older workers. However, younger workers have a lower risk of fatal injuries. In the construction and agriculture sectors, there are persistent problems with an increasing vulnerability of older (post-65) workers. Fatality statistics show that the rate of fatal injury in these sectors is higher in workers aged 45 plus, compared with younger workers.
• In cases of work-related not-fatal injury, latest statistics show that the incidence of reportable injury is higher in the age band 25-34. Previous research suggests that the differences can be explained by occupations rather than age. However, risk of all injury (reportable and less serious) is much higher in young men (16-24) compared with older men, even after allowing for occupations.
• Although HSE ill-health statistics show that self-reported illnesses are most prevalent among workers closest to the state pensions age, this may also be due to factors under the control of the individual, eg lifestyle factors such as drinking and smoking.
• The incidence rate of ill health (caused or made worse by work in the current year) is highest in the age bands 35-44 and 45-54 and tends to increase with age. It is highest in the 55-59/64 age band.
• Owing to the ageing population, the workforce share of those over traditional retirement age is expected to increase, particularly among females.
• Two distinct groups are expected to work beyond state pension age: those better qualified, who have or can obtain enjoyable jobs, and those in less skilled (or unskilled) jobs, who are financially motivated and continue to work because they have to.
• The distribution of older workers is similar across sectors, although older workers appear to be leaving at faster rates from the construction and manufacturing industries. Older workers are also more likely to be self-employed.
• Many of the stereotypes associated with older workers influence the recruitment and retention of older individuals. Yet they are inaccurate and fail to recognise the benefits of employing older workers.
• In support of EU equality law, the government is committed to raising employer awareness of, and ability to adopt, flexible employment and retirement opportunities to increase the recruitment, retention and training of older workers. Health and safety cannot be seen to be the barrier to this commitment and we must ensure older workers can be kept healthy and safe at work.

Promoting equality at work and tackling discrimination

HSE have launched and promote an equality impact assessment tool to mainstream diversity in our day-to-day work. It is designed to help staff ensure all policies, guidance and regulations are inclusive of everyone, protecting older and younger workers.  

Young workers

Wherever young people (above school leaving age and under 18) are employed they are protected to at least the same level as adult workers. Young people also have additional protection because health and safety law recognises that they may be vulnerable because of a lack of awareness of risk and may lack experience or physical maturity.  

• HSE's webpages on young workers

Building the evidence base

We are building our web pages to bring you key research findings and examples of good practice.

Working together, sharing intelligence and good practice

HSE has an External Diversity Team who are responsible for monitoring progress and providing central support. The External Diversity Team monitor progress against diversity priorities and the annual action plan.  

HSE are trying to provide appropriate support if required by building intelligence we can share. If you have any information or research that would help us build our evidence base about health and safety in the workplace in relation to this area, please feel free to send it to us at the following link, diversity@hse.gsi.gov.uk

Useful links

• HSE Statistics' information on age and gender

• Focus on potential, skills and ability...not age
  DWP's Age Positive campaign to promote the benefits of employing a mixed-age workforce that includes older and younger people.
• The Employers Forum on Age (EFA)
  An independent network of leading employers who recognise the value of an age diverse workforce. In addition to supporting employers, EFA influences Government, business and trade unions, campaigning for real practical change.
• The Age and Employment Network (TAEN)
  Aan independent charity who promote an effective job market that serves the needs of people in mid and later life, employers and the economy.

Evidence and research

Here we outline existing research and provide links to the full reports.

• Facts and misconceptions about age, health status and employability - 2005 jointly funded research by HSE and DWP and used by DWP-led Age Partnership Group in preparing employers for the Age Discrimination Act 2006. The report aims to dispel common, inaccurate perceptions about older workers. It highlights facts about older workers' ability to work and the benefits of employing older workers.

The Ageing Workforce: trends and prospects for the future of work - 2005 report aims to provide an overview of the implications of demographic ageing of the UK's labour force and to identify future employment scenarios for older workers. [Hard copies available from HSL]

• HSE Horizon Scanning Intelligence Group Demographic Study - 2006 report presents selected demographic information as it affects the workplace. It is intended to provide a resource for HSE staff in general. Section 2 of the report covers age and ageing.

Juhani Ilmarinen, a Professor at the Finnish Institute of Occupational Health, has carried out research on ageing and work. This concluded that the three most effective positive interventions are:

• educating line management on the needs of older workers;
• reducing repetitive movements;
• increasing vigorous exercise (particularly in leisure time).

Footnotes

HSL report: 'The Ageing Workforce: trends and prospects for the future of work'. Published 2005 (report nos. SOFS/05/03). Aims of review to provide an overview of the implications of demographic ageing of the UK's labour force and identify future employment scenarios for older workers.