Lifelong learning for older workers should be reinforced in a new era due to stalling career opportunities and decreasing pension savings, according to the CIPD.
In response to the challenges posed by technological advances and the transition to a net zero economy, the UK Government and employers are taking significant steps to support lifelong learning and reskilling for older workers.
Key government and employer initiatives include:
- Increasing investment in lifelong learning and training targeted at older workers, who are among the most affected by job changes due to net zero policies and AI automation. There are calls to expand training budgets and provide flexible, modular learning that accommodates older adults' often complex personal circumstances.
- Career guidance and advisory services designed to help older and mid-career workers assess skills gaps, explore new career paths, and identify suitable training. Some OECD countries offer these services free or subsidized to increase uptake, a strategy recommended for the UK as well.
- Financial support mechanisms such as government-issued training vouchers, flexible individual learning accounts (ILAs), and paid educational leave enable older workers to upskill or reskill without losing income. These are proposed or under exploration to alleviate the barriers that older workers face in accessing training.
- Greater employer commitment, including mid-career reviews, job security guarantees during retraining, and tailored support for redeployment into emerging sectors, are advocated by professional bodies like CIPD. Changing employer attitudes is critical, particularly to combat age-related hiring biases and training exclusion.
- The Adult Skills Fund (ASF) in London, funded by the Greater London Authority, supports flexible, tailored learning programmes for adults aged 19 and older, which can include skills development relevant to transitioning into net zero economy jobs and evolving technologies.
Broader policy solutions from OECD suggest that training delivery for older workers should recognize informal learning, focus on short, practical courses targeted at real work problems, and be paired with outreach and tailored support services to improve participation rates.
Older workers now make up a growing share of the workforce in England, with employment among 50-64-year-olds increasing by 40% over the past 20 years, compared to a 14% increase in overall employment. However, the CIPD warns that older workers are disproportionately affected and least likely to have access to training to adapt to labor market changes caused by megatrends such as AI and the transition to a net zero economy.
The CIPD is emphasizing the need for 'micro-credentials' and modular learning pathways to make adult learning more accessible for those with multiple commitments. They are also recommending that the UK Government consider these measures such as training vouchers, flexible individual learning accounts, and paid educational leave to support lifelong learning.
In conclusion, the UK Government and employers are focusing on a combination of financial incentives, accessible training opportunities, career guidance, and employer engagement to support older workers’ lifelong learning. These actions respond directly to challenges posed by technological change and the net zero transition and aim to ensure older workers remain adaptable, productive, and secure in the evolving labour market.
- To enhance personal growth and career development in the face of technological advancements and the transition to a net zero economy, it's essential to explore new training opportunities, such as micro-credentials and modular learning pathways that cater to older workers' complex personal circumstances.
- By investing in lifelong learning and offering financial support mechanisms like training vouchers, flexible individual learning accounts, and paid educational leave, the UK Government aims to promote personal growth, career development, and lifelong learning among older workers, thereby ensuring their adaptability and productivity in the evolving job market.
