2026 Predictions: Three Age-Inclusive Imperatives for Employers 

As we step into 2026, the way we think about work for midlife talent is at a crossroads. The era of the 100-year life is no longer a concept on the horizon - it’s here. Almost half of the workforce is now aged 50 or over, and this demographic shift demands a fundamental rethink of how we design careers, culture, and capability. Age inclusion is not a compliance checkbox; it is a strategic lever for growth.

1. Productivity through experience

In today’s economic climate of low-hiring rates, then productivity is king. Employers can no longer afford to overlook the value of experience. By 2030, one in two workers in Western economies will be over 50. Multigenerational teams have been shown to make better decisions 87% of the time¹, and individuals over 50 are five times less likely to change jobs within their first 18 months. These are not just statistics - they are signals of stability and resilience.

A 5% increase in employee engagement is linked to an impactful 3% increase in revenue.2 In 2026, the organisations that thrive will be those that harness experience, using midlife coaching solutions to unlock the full potential of their most seasoned talent.

Our Me/Redefined platform is setting new benchmarks in employee engagement and extending the lives of employees well past their traditional retirement benchmarks.

2. Purpose as a retention driver

Purpose has become the currency of engagement, yet our research with Just Group, Purpose, Pay and Possibilities3, reveals a worrying disconnect. A third of 50–70-year-olds are taking no steps to find purpose in their work. Only 13% are upskilling and a mere 6% are using coaching. This is a missed opportunity. Employees who feel a sense of purpose are more engaged, loyal, and productive.

Employers must act now – those who democratise coaching, create clear career pathways, and embed purpose-driven work into the fabric of their organisations in 2026 will be the ones that thrive. It’s not just good for people; it’s good for business.

3. Flexible futures: phased retirement and portfolio careers

The traditional concept of retirement is fading fast. By 2026, phased retirement and portfolio careers will become the norm for the 50+ workforce. Flexible hours, project marketplaces, and secondments will be essential to retain critical skills and institutional knowledge.

The economic case is undeniable in 2026: according to the IMF, three-quarters of the predicted global economic slowdown can be solved by making jobs work for over-50s. This is good for people, productivity, and national prosperity - and it’s within reach for organisations willing to lead with intent.

The bottom line? If you don’t have an age strategy, you don’t have a growth strategy. The demographic shift is here, and the employers who embrace it will gain resilience, innovation, and a competitive edge.

References

1. Cloverpop: Better Decisions with Diverse Teams

2. AON: trp_infographic_

3. 55/Redefined & Just Group: Purpose, Pay & Possibilities: Redefining retirement – Flexible working & the journey from pay to purpose

4. IMF: https://www.imf.org/en/Publications/fandd/issues/2025/06/sustaining-growth-in-an-aging-world-bertrand-gruss