5 myths about mature-age workers dispelled

By Portner Press on July 26th, 2018
  1. Bullying, Harassment & Discrimination
  2. Discrimination in the workplace


The knowledge and wisdom that comes with age is highly valued in many international cultures.

However, some workplaces seem to push their older workers into retirement or make their roles redundant as quickly as possible, particularly if they don’t fit an organisational stereotype, or are seen as less energetic, less flexible, and more accident-prone than their younger counterparts.

But is this true about mature-age workers? Are they all downside with no upside?

Mature-age people can bring indispensable skills, knowledge and awareness to an organisation that a lot of younger workers may not be able to offer.

Also, mature-age workers have high retention rates. The Australian Bureau of Statistics Labour Mobility Survey 2013 found that workers aged over 45 who have been employed at a business for more than 12 months are far less likely to change jobs than workers aged between 20-34 years.

In the table below we dispel 5 commonly held misconceptions about mature-age workers.




Mature-age workers are unable or unwilling to learn new things, and avoid new approaches to tasks and new technologies. Mature-age workers typically have a broad base of transferrable knowledge and skills that can help them to learn new ways of completing tasks.
Mature-age workers are less productive than other workers. According to a 2006 Australian Health Management study, workers over the age of 55 performed at their best for approximately 7 hours out of an 8-hour day – this was higher than any other age group studied.
Mature-age workers have impaired mental or intellectual capacity. Mature-age workers retain a wealth of knowledge that they can pass on to other workers. For this reason, they are often excellent workplace mentors and coaches.
Mature-age workers are more likely to suffer a workplace injury, and are more often absent or late for work than younger workers. A study in 2004 by the Australian mining industry demonstrated that mature-age workers were more productive, had fewer accidents and had fewer absences from work compared with younger workers.
Mature-age workers have less education and are less qualified than younger workers. Mature-age workers are often just as qualified as younger workers. They are also likely to have more experience, and their work history and performance background can be more thoroughly checked since they have usually worked for a longer period,


The Australian Government also provides financial incentives to employers who recruit mature-age workers through their Restart Wage Subsidy and Career Transition Assistance programs.

Businesses can receive payments of up to $10,000.

Further information about government incentives to recruit mature-age workers, as well as other important tips and benefits about employing mature-age staff can be found in chapter M4 Mature-Age Workers of the Health & Safety Handbook.

Why not take a free, no-obligation trial of the Handbook today? Find out more.


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