How to retain senior employees - before they change jobs

Late careers: Reason for optimism even when our own worries hold us back

For many of us, the joy of work, the sense of belonging and the feeling of making a difference only grow stronger with age. We thrive in the rhythm of everyday tasks, in our relationships with colleagues and in knowing that we play an important role. This is why many want to stay longer in the labour market. Yet doubts and concerns about whether our health will hold often get in the way of those late‑career ambitions. New research, however, shows that many of us worry unnecessarily.

A new study from Aarhus University followed 23,700 Danes who postponed retirement by six months. The findings show that, for the vasy majority, their health is robust enough to remain in the labour market for an additional half-year.

The study draws on sevaral health indicators. Among other things, the researchers examined whether the extended working life led to increased use of antidepressants, medication for cardiovascular disease, or more frequent visits to the doctor. The results also show that employment rose by 27 per cent among those who could have made use of the early retirement benefit scheme (efterløn) - even though the age threshold for accessing the scheme has been raised by six months.

The Aarhus University study is the first part of a larger research project aiming to determine whether we can remain in work until the age of 70. In the meantime, we can look to similar international studies that explore the consequences of a higher retirement age. The results are mixed, but the overall tendency points towards a positive effect on health.

So what does it take to invest an extra year in working life?

Today, 325,000 Danes aged 60+ are in employment. But what will it take to retain even more seniors in the workforce? We asked both employers and employees, and the two groups are surprisingly aligned. Companies are focusing on flexibility and on showing appreciation for their senior employees – two factors that employees themselves also value highly.

Here’s what Danes say would encourage them to stay in the labour market for one additional year:

Seniors are ready for more – and hope their health keeps up

As the figures show, Danes aren’t just dreaming of fewer hours and flexible schedules that allow them to leave early to pick up grandchildren. Engaging and meaningful work tasks are also a strong motivator for postponing retirement.

And, unsurprisingly, health plays a central role. Good physical and mental wellbeing is a key prerequisite for extending working life. Employers and employees share a mission to support wellbeing at work, and it benefits both parties.

Here, Lars Paludan-Müller, Head of Corporate Health Solutions at velliv, shares five practical tips on how to create the best possible conditions for your senior employees.

Portrait photo of Lars Paludan, Head of Health Business

How to create healthy working conditions for senior employees

Flexibility is key
- Employees aged 60+ are keen to contribute – just on different terms.
- Consider offering reduced working hours, occasional days off and additional senior leave days.
Recognise, appreciate and create meaning
- Make room for insight and experience, e.g. by involving senior employees in professional discussions and problem-solving.
- Avoid age-related stereotypes.Focus instead on skills and motivation.
- Invest in employees aged 60+. They too seek purpose in their work.
- Listen to concerns about health, energy levels and wellbeing, and take them seriously.
Promote physical activity among senior employees
- Create communities for physical activity at work, ideally including strength training.
- Offer vaccination programmes.
- Support and encourage preventive health initiatives focusing on diet, smoking, alcohol, exercise and sleep.
- Be aware that many live with chronic pain. On average, Danes aged 45+ have 2.7 chronic conditions.
Develop a clear senior policy
- Send a clear signal that senior employees are welcome in your organisation.
- Be specific about the opportunities and conditions you offer senior staff.
Invite a conversation that matters
- A senior dialogue and the transition to retirement is a matter of trust. Check in regularly with each individual.
- Create a personalised employee plan focused on retention, development and, if relevant, gradual retirement.
- Ask openly: “How do you see your role in the coming years?”

Do you need guidance on wellbeing and health?
If your company could benefit from professional advice or support regarding employee wellbeing, please reach out to our
Corporate health team

How to retain senior employees - before they change jobs

Late careers: Reason for optimism even when our own worries hold us back

So what does it take to invest an extra year in working life?

Seniors are ready for more – and hope their health keeps up

How to create healthy working conditions for senior employees

Flexibility is key

Recognise, appreciate and create meaning

Promote physical activity among senior employees

Develop a clear senior policy

Invite a conversation that matters

Do you need guidance on wellbeing and health?

Late careers: Reason for optimism even when our own worries hold us back

So what does it take to invest an extra year in working life?

Seniors are ready for more – and hope their health keeps up

How to create healthy working conditions for senior employees

Flexibility is key

Recognise, appreciate and create meaning

Promote physical activity among senior employees

Develop a clear senior policy

Invite a conversation that matters

Do you need guidance on wellbeing and health?