Employing mature age workers brings a wealth of knowledge and experience to the workplace, providing other employees an opportunity to learn from their experiences and lessons learnt throughout their life. This blog breaks down some of the benefits and reasons for employing mature age workers and addresses some of the associated myths.
Employing mature age workers seems like a no brainer. Consider this thought. From the day we are born we start learning from our parents. When our schooling begins, we start learning from our teachers and other adults within the education system. If we progress into further study, we begin learning from lecturers and tutors. The moral to the story is, through every stage of life, we are learning from our elders, who share their knowledge and wisdom that they have gathered from taking this journey before us. The workplace is no different. A mature age employee brings qualities to the workplace that cannot be learnt from a textbook. Qualities that can only be learnt from many years in the workplace. If your organisation is looking to recruit a new team member who already has years of experience; why not employ a mature age worker? See how atWork Australia can provide support finding staff.
The benefits of hiring mature age workers
In 2025, Jobs and Skills Australia released an Occupational Shortage List report which indicated 29% of occupations were experiencing a national shortage. A survey conducted while compiling this report outlined that 84% of respondents reported there is an under supply of suitably skilled workers. Employing mature age workers can be part of the solution to this problem, their knowledge and experience can help close the gap in the skills shortage and help Australian businesses to operate at full capacity, while bringing a lifetime of knowledge and experience to the workplace.
Is your organisation looking to reap the benefits of mature age workers? Here are a few tips to keep in mind.
Individualised Support
Every employee, regardless of age, gender or background, require support in the workplace for a range of different reasons. It is important to remember that every employee will require different supports to suit their individual needs. So, when recruiting older workers, you need to have an honest conversation about the support they need (as you should for every employee) and this will allow them to perform their role to the best of their abilities. An example of individualised support could be encouraging older employees to participate in mentoring programs and matching them with an employee of similar age to provide peer support. Read some of atWork Australia’s employer success stories, there are some great examples of employers who have provided individualised support and in return have secured productive and reliable employees.
Flexible work arrangements
Providing flexible work arrangements to support older employees in the workplace can be beneficial for those who might be managing a health condition or have childcare responsibilities. Flexible work arrangements could be as simple as adjusting start and finish times or having flexibility to take lunch breaks at convenient times. Employers can also experience the benefits of flexible work arrangements, as their employees will often demonstrate greater engagement and commitment to their work.
Removing unconscious bias
For employers who want to access the full talent pool and take advantage of hiring older workers, they need to remove unconscious bias from the recruitment process. This can be easily done by removing any details regarding the applicants age from the application process. This will encourage more mature aged workers to apply and not feel like their age is impacting on the outcome. Additionally, this will allow the recruiter to focus on what is truly important about the applicant, their skills, knowledge and experience. Here are some additional tips and advice for how to remove unconscious bias in the workplace.
The skills and experience of mature age workers
Mature age workers bring a wealth of skills and experience to the workplace. Their unique attributes can be highly valuable for employers, and it’s important to recognise and appreciate the contributions they can make. Here are some of the skills and experiences mature age workers typically bring to the table:
- Work ethic
- Experience
- Interpersonal skills
- Professional networks
- Adaptability
- Crisis Management
- Mentoring and Training
- Problem Solving
- Leadership
The reliability and work ethic of older workers in the workplace
Mature age workers can bring valuable qualities to the workplace, including reliability and a strong work ethic. These traits are often a result of their accumulated experience, personal characteristics, and life circumstances. Older workers tend to have a strong sense of responsibility and are more likely to arrive at work on time. They understand the importance of being punctual and are less likely to engage in absenteeism. To support these points, the Australian HR Institute released findings of a report conducted in 2025 that suggested older workers are overwhelmingly more loyal, reliable and have a greater ability to cope with stress.
The contributions of mature age workers to a positive work culture
Recruiting older workers can make significant contributions to fostering a positive work culture. Their experience, wisdom, and unique perspectives can benefit both their colleagues and the organisation in various ways. Organisations that recognise and leverage their contributions can benefit from improved communication, mentorship, knowledge transfer, and a more inclusive and stable work environment. Embracing age diversity is essential for creating a well-rounded and thriving workplace.
Addressing myths and concerns about hiring mature age workers
Employing mature age workers can bring numerous benefits to an organisation. However, there are some myths and concerns that can deter employers from recruiting older workers. Let’s address some of these myths and concerns:
Concern: Some employers believe older workers may be reluctant to adapt to new processes, technologies, or procedures.
Reality: While some resistance to change can occur with any age group, older workers often adapt well when provided with proper training and support. Their experience can help them identify the benefits of change and navigate transitions more effectively.
Concern: Employers may be hesitant to invest in training older workers if they believe they’ll retire in the near future.
Reality: Not all older workers are on the verge of retirement. Many choose to work longer due to financial, social, or personal reasons. Hiring and retaining older workers can provide stability to your workplace.
Concern: Some employers fear that mature age workers demand higher salaries and benefit packages.
Reality: While older workers may have higher salaries due to their experience, they often bring productivity and experience that can offset the costs. Moreover, they may not require the same level of training and supervision as younger, less experienced employees.
Conclusion: The Advantages of hiring older workers
Hiring mature age workers can be an asset to any organisation. To maximise the benefits of this diverse workforce, it’s important to challenge and dispel the myths and concerns surrounding older employees and implement strategies to support their success within the company. If you need support to hire a diverse workforce, make an enquiry today to see how atWork Australia can help your business create a diversity plan.