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Resources to find and employ older workers |
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- The proportion of older workers in the Canadian work force is growing significantly. It is forecast that the population aged 45 to 64 will represent 48% of the working-age population by 2015. Read more
- Recruitment of younger workers is becoming more difficult, as employers are competing for a lower number of candidates. Read more
- Studies show that most employers do not target older workers to fill their positions.
Read more
Solutions & Links
Recruiting older workers often requires operating through non-traditional channels such as:
- Posting notices in senior citizens centres
- Using professional societies to access people who are reconsidering their decision to leave the workforce
- Advertising in media that focus on seniors' lifestyles
- Using Employment Agencies & Resources for Older Workers
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Attracting older workers |
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Almost half of Canadians are experiencing a moderate to high level of stress today as a result of trying to balance their work and home lives; 10 years ago, only 27 per cent felt this way.
A survey conducted in USA showed that three out of four workers ages 51 to 61 would rather reduce hours gradually than stop working at once.
Read more.
Workplaces will increasingly need to provide a work environment/workplace practices that accommodate the needs of older workers. Read more.
Solutions & Links
Develop a reputation as an active recruiter and good employer of older workers by asking yourself the question: What will make my business attractive to employ older workers?
Consider adapting work schedules. Look into:
Review the benefits offered by your business for their appeal to older workers. Some options to consider are:
- Employee Assistance Program
- Fitness facilities/promotion (e.g. aerobics, tai chi, ...)
- Family care support
- Self-funded leaves
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Ease the transition for older workers |
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Generally, two types of laws and regulations apply when terminating or laying off an employee in Canada: Employment/Labour Standards and Human Rights legislation and regulations. These documents can be reviewed by visiting our Laws & Regulations page under Layoffs and Terminations.
Older workers also appreciate their employer's support while preparing for retirement. As an employer, you can assist them by referring them to information and ensuring they have access to information concerning the company's pension plan (when applicable) as well as information about public pension plans.
Solutions & Links
To help ease the transition for your employees, visit:
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What if I am an older worker? | |
Topics include: Maximize Career Satisfaction, New Career Direction, Search For Work, Work After Retirement, Prepare for Retirement and Resources for Older Workers | |
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Termination check list |
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Generally, two types of laws and regulations apply when terminating or laying off an employee in Canada: Employment/Labour Standards and Human Rights legislation and regulations. These documents can be reviewed by visiting our Laws & Regulations page under Layoffs and Terminations.
| Tips: Prepare a termination checklist |
Addressing these items may help avoid conflict.
- Provide adequate communication
- Provide time for employees to make changes
- Utilize employment evaluations to adequately documented your efforts to counsel your employees
- Consider future employment prospects
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Assisting Older Workers |
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As the population age increases, businesses are having to consider how to train or re-train their older workers. "What can I do to support older workers's training requirements within my organization?" is an important question for employers to consider.
Employers consider lack of training as the main obstacle to re-employing older workers.
The most effective means of preventing older workers' premature withdrawal from the labour force is lifelong learning. Read more.
A US study found that older workers believe the responsibility for training rests with both employers and employees.
Older workers learn best when training approaches are:
- Consistent with workers' learning styles
- Take a step by step approach
- Results in positive learning experiences, encourage older workers to believe in their ability to continue learning. Read more.
A number of barriers identified that discourage older workers from seeking employer-based training are:
- Employers are often reluctant to invest in training older workers
- Employers seem sceptical about the ability of older workers to learn
- Supervisors and trainers are often insensitive and convey the attitude that "older workers can't learn new tricks"
Solutions & Links
Help your employees to access effective employer-supported training and re-training programs to continually upgrade and expand their skills.
- Tailor your training programs to incorporate
Implement training with an employee-centred approach. Encourage your employees to assess their skills, work satisfaction, interests and successes, and consider employee qualifications, aptitudes, prior education and work records.
- Take steps to avoid common myths concerning older workers.
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Training Resources |
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Two of the key challenges that face employers due to the aging population is:
- Labour shortage
- Skills shortage
By training your older workers, you will better prepare your organization for changing demographics in the workforce.
There are associations, best practices, online resources and funding options to help you develop organizational learning strategies and programs.
Solutions & Links
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HR Planning for Older Workers |
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- Most employers are aware of the aging of the workforce, but until it impacts them directly, they won't do much about it
- It is estimated that 80 percent of companies are doing nothing, specifically to address the issue, another 10 percent have it on their "watch list", and no more than 10 percent have specific, proactive strategies in place to deal with the coming changes. .
- Employees may work beyond age 65, depending on employer's retirement policy
- Employees may retire between 60 and 65, apply for and receive their CPP pension
- Once older workers receive their CPP pension, they can work as much as they want without affecting their pension payement. However, they cannot contribute to CPP on any future earnings. (Individual's financial situation needs to be considered). Read more.
Tips & Solutions
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