Quebec City: Retaining experienced employees as they age is possible if organisations adopt flexible work arrangements and rethink how work is organised, according to research conducted in Québec amid persistent labour shortages.

The findings are based on two studies conducted in 2022 for the Comité consultatif 45+ (Advisory Committee on Workers Aged 45 and Over), involving more than 2,000 Québecers aged 50 to 75 and 279 organisations across the private, public and non-profit sectors.

The research found that companies are poorly prepared to manage an ageing workforce, with only 37 per cent having measures in place to encourage employees aged 50 and above to remain at work. While 46 per cent of private-sector organisations reported such measures, the figure fell to 24 per cent in the public sector.

Older workers continue to face prejudice, including reduced access to training, fewer meaningful assignments and limited opportunities to mentor younger employees, despite companies acknowledging their expertise and commitment, particularly in customer relations.

Among retired respondents, 26 per cent said they had extended their careers, while one in five indicated they would have liked to continue working if conditions had allowed. However, nearly half expressed no interest in remaining employed, indicating that extending careers alone cannot resolve labour shortages.

Key reasons for retirement included the desire to pursue travel or volunteer work, a spouse's retirement, caregiving responsibilities, workload-related fatigue, mental strain and health concerns. Women were more likely than men to cite mental stress, family responsibilities and pandemic-related concerns as factors influencing retirement decisions.

The study found that the most effective measures for retaining older employees included phased retirement without a fixed exit date, opportunities to continue working as self-employed consultants, and options to retire and return to work on a full-time or part-time basis. Many respondents also favoured joining a pool of experts who could be consulted as needed.

Workplace factors encouraging retention included opportunities to transfer skills and knowledge, reduced or adapted physical and mental workloads, flexible working hours, shorter workweeks and longer leave periods.

The research concluded that while employers cannot influence personal or family-related retirement decisions, they can retain older workers by offering flexibility, recognising experience, providing meaningful roles and creating inclusive work arrangements that benefit employees across age groups.