Health and safety for older workers

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.

Did you know:

• Owing to the ageing population, it is reported that by 2020 almost a third of the workforce will be over the age of 50 (see Age isn't an issue, Age Positive 2009).
• Age is not an equivalent of personal capacity to work. Some cognitive functions such as memory abilities are thought to deteriorate with age. However, decline with increasing age is not inevitable and any loss of speed etc can often be compensated by other skills. Physical strength and endurance is very specific to individuals and can be influenced by factors specific to the person, rather than the ageing process itself.
• There is a difference in sickness absence patterns between younger and older workers. Typically, younger workers tend to be absent more often, but for shorter periods of time, whereas older workers are more likely to be off work for a whole week when they are absent.
• The rate of all workplace injury is 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 pension age, it should be remembered that this could be due to factors under the control of the individual, eg lifestyle factors such as drinking and smoking.
• 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 (see HSE horizon scanning intelligence group demographic study - A report by Zara Wysall & Peter Ellwood May 2006).
• In the construction and agriculture sectors, there are persistent problems with an increasing vulnerability of older workers (those over 65). Fatality statistics show that the rate of fatal injury in these sectors is higher in workers over 45 than for younger 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.

What should professionals and employers look for?

Everyone ages differently. Changes in a person's body can often be compensated for by greater experience. As someone gets older, their ability to do their job may change, as well as their perception of it. Where necessary, these changes should be taken into account by their employer to ensure that they can continue to work safely and healthily.

By law, employers should be protecting older workers, including carrying out risk assessments and training. Health and safety should not be used as an excuse for not continuing to employ an older worker, nor should age be used as a reason for not receiving training (see Advice for older workers - OSHA - European Agency for Safety and Health at Work).

There are specific risks faced by older workers in the workplace which employers should take account of in their risk assessment, there is no 'one size fits all' solution when thinking about how to support older workers. However, some of the points below can be helpful when considering individual circumstances:

• Carry out risk assessments routinely, not just when an employee reaches a certain age
• Assess the activities involved in jobs and modify workplace design if necessary
• Make adjustments on the basis of individual and business needs, not age
• Consider modifying tasks to help people stay in work longer, but make sure you provide appropriate retraining
• Allow staff to change work hours and job content
• Don't assume that certain jobs are too demanding for older workers - base decisions on capability and objective risk - not age
• Encourage or provide regular health checks for all staff, regardless of age
• Persuade staff to take an interest in their health and fitness
• Consider legislative duties, such as those under the Disability Discrimination Act or flexible working legislation. These could require businesses to make adjustments to help an employee with a health issue or consider a request to work flexibly

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

Evidence and research

This section outlines existing research and provides 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).

Useful links

• 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)
  An independent charity which promotes an effective job market that serves the needs of people in mid and later life, employers and the economy.