Building a Workforce That Lasts: Supporting Northern Ireland’s Ageing Workforce

How employers can retain experience, support employee health and build a more resilient workforce.

Across the island of Ireland, the workforce is changing. As people live and work for longer, employers are increasingly recognising the importance of supporting employees to remain healthy, engaged and productive throughout their careers.

For businesses in both Northern Ireland and the Republic of Ireland, this presents an important opportunity: to retain valuable skills and experience, support employee wellbeing and build a more sustainable workforce.

Supporting an ageing workforce is not simply about extending working lives. It is about creating healthy, inclusive workplaces where people of all ages can contribute, develop and thrive, with the right support available as their circumstances change.

Why supporting an ageing workforce matter

Experienced employees bring valuable knowledge, technical expertise, established customer relationships and organisational understanding. They can also play a key role in mentoring colleagues, transferring skills and supporting business continuity.

In a competitive recruitment environment, retaining these skills can be just as important as attracting new talent. Losing experienced employees can mean losing knowledge that has taken years to develop.

However, employees’ circumstances can change throughout their working lives. Physical demands, shift patterns, workplace pressures and health conditions may affect someone’s ability to carry out their role. These challenges are not exclusive to older workers, and age alone should never be used to make assumptions about an individual’s health or capabilities.

The priority for employers is to recognise potential barriers early and provide appropriate support before difficulties affect an employee’s health, attendance or ability to remain in work.

The role of occupational health

Occupational health can play an important role in helping organisations across Ireland support employees at every stage of their working lives.

Rather than simply determining whether someone is fit or unfit for work, occupational health can assess how a health condition or change in circumstances may affect an individual’s role and identify practical ways to support them.

Depending on the employee’s needs and job requirements, recommendations may include:

• Adjustments to working hours, duties or shift patterns.
• Ergonomic equipment or changes to the working environment.
• Temporary modifications to tasks while recovering from illness or injury.
• A phased return to work following a period of absence.
• Advice on managing a health condition alongside work.

Early intervention is particularly valuable. Addressing concerns promptly may help prevent manageable difficulties from becoming more significant barriers to attendance, performance or long-term employment.

Occupational health also provides employers with professional guidance to support informed decisions, while helping employees feel listened to and supported.

Practical steps employers can take

Creating an age-inclusive workplace does not necessarily require major changes. Often, the most effective approach starts with understanding employees’ needs and reviewing how work is organised.

1. Review workplace demands. Consider physical tasks, manual handling, shift patterns, working hours and ergonomic arrangements. Identify where changes could make work safer and more sustainable.

2. Encourage open conversations. Make it easier for employees to raise concerns about health, workload or working conditions without fear of stigma or discrimination.

3. Make adjustments where appropriate. Individualised adjustments can help employees manage health conditions and continue working effectively. Where the legal duty applies, employers must consider reasonable adjustments for disabled employees.

4. Invest in preventative support. Appropriate occupational health services, health surveillance where required, and wellbeing initiatives can help identify risks and support employees before problems escalate.

5. Retain and share experience. Mentoring, knowledge-sharing and succession planning can help organisations preserve valuable skills while supporting colleagues across different generations.

6. Review support regularly. An employee’s circumstances and job requirements may change. Regular conversations and appropriate reviews help ensure that workplace arrangements remain effective.

Supporting changing health needs without making assumptions

Age itself should never be treated as a limitation. Two employees of the same age may have entirely different health needs, capabilities and workplace priorities.

Some employees may benefit from changes to their working environment or duties, while others may require no additional support. Decisions should be based on the individual, their role and any relevant health or workplace considerations, rather than assumptions about age.

Occupational health can help employers navigate these situations sensitively and objectively. By considering the employee’s circumstances alongside the demands of their role, employers can make informed decisions that support both individual wellbeing and organisational needs.

This approach is relevant across sectors and industries, including manufacturing, construction, healthcare, transport, professional services and the public sector, where retaining experienced employees and maintaining a healthy workforce can be particularly important.

Employers operating across Northern Ireland and the Republic of Ireland should also ensure that their workplace policies and procedures reflect the relevant legislation and requirements in each jurisdiction.

Building a healthier, more resilient workforce across Ireland

Health Matters (Occupational Health) can support employers across the island of Ireland in creating healthier, more inclusive workplaces where employees can thrive throughout their working lives.

Through a proactive approach to occupational health, Health Matters can help organisations identify potential workplace health concerns, support employees managing health conditions and provide practical, evidence-based guidance to help people remain in work wherever possible.

Whether supporting an employee returning to work following illness, advising on workplace adjustments or helping employers take a preventative approach to workforce wellbeing, occupational health can play an important role in maintaining a healthy, engaged and productive workforce.

By working with Health Matters, employers can take a more informed approach to employee health, helping to retain valuable skills and experience while supporting the changing needs of their workforce.

Supporting an ageing workforce starts with understanding people, preventing problems where possible and providing the right support at the right time.