Ageing Workforce


Do you know how to adapt to an older workplace?

 

With the population of Western Australia getting older, how do you meet the needs of an ageing workforce?

It is no secret that there is a growing number of older people in the workforce. With the cost of living increasing, people are having to work longer to ensure they have enough money to survive retirement. This creates an older workforce with fewer job opportunities for the younger generation. It also means that the workforce needs to adapt to ageing workers.

How do you accommodate older employees?

As employees stay in the workforce into their 70s, it is important to ensure that health and safety requirements are up to standard. Office bound positions could increase the decline in eyesight through staring at a computer screen and restrict mobility if sitting all day. Encouraging short breaks from the computer screen could help prevent eyesight deterioration, and introducing sit-stand desks could prevent other workplace injuries.

What do you do when it is time to move on?

It can be difficult to know how to approach the topic of retirement with employees. Employees born after 1 January 1957 are eligible for retirement from age 67 onwards, and may be happy to stop working once they hit this age. If not, it is important to have an open dialogue with your employees about what they may require for continuing work with your company. Being flexible and open to all suggestions is a must. If you have options such as working from home or changing the position from full-time to part-time, it is worth considering these when moving forward with any older employees.

Employee mentoring programs could also be hugely beneficial to your company. By pairing an older employee with a new or younger employee, a wealth of knowledge could be shared, sparking new ideas and encouraging the continual development of all employees involved.

 

For more information on adapting to an ageing workforce, contact us on 9316 9896 or enquiries@processworx.com.au.

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Marisa Ross

HR Advisor

Marisa is an experienced and motivated HR professional with a strong HR generalist and business operations background with a focus on employee relations, performance management, leadership training & development, workers compensation & injury management, and employee retention. Marisa holds a Bachelor of Human Resource Management and a Bachelor of Behavioural Science with a minor in Counselling. Having worked in a variety of industries from SMEs to large blue-chip organisations, Marisa is passionate about enriching employee experience, employee retention, and building leadership capability in people management.

Aimee Grigson

Aimee Grigson

WHS Advisor

Aimee has a strong understanding of Workplace Health and Safety Legislation and standards and has extensive HSEQ experience in a number of industries. Aimee has a great ability to engage across all levels of organisation, including field teams, leadership and external stakeholders. Aimee ensures Health and Safety Management Systems are compliant to legislation, effectively implemented and understood by all. Aimee has a Certificate IV in Work Health and Safety and qualifications in auditing and incident investigations. Aimee is passionate about coaching and developing small businesses towards a positive safety culture.