Finding the right people remains one of the biggest challenges facing many businesses. While recruitment strategies often focus on attracting younger workers, recent employment figures suggest employers may benefit from widening their search.
The latest PAYE statistics show a significant increase in the number of employees aged 65 and over remaining in work. At the same time, the number of younger workers on payroll has fallen. This shift could create new opportunities for businesses struggling to fill skills gaps or recruit experienced professionals.
At The MGroup, we regularly help businesses across Oxfordshire and beyond navigate workforce challenges, growth plans and changing employment trends. Understanding shifts in the labour market can help employers make better recruitment decisions and strengthen their long-term resilience.
Partner Insight
“Recruitment is often most successful when businesses focus on the skills they need rather than the profile they expect to hire.” Says Chris Denton, Partner at The MGroup
What Are the Latest Employment Trends?
According to official PAYE figures for August 2026, the number of payrolled employees aged 65 and over increased by 62,000 compared with August 2025. During the same period, the number of employees under 25 decreased by 15,000.
While these figures do not mean older workers are suitable for every role, they do challenge the assumption that people leave the workforce once they reach traditional retirement age.
Many individuals are choosing to continue working beyond their mid-sixties. Some do so for financial reasons, while others enjoy remaining active, using their skills and contributing their experience.
As a result, employers may have access to a larger and more experienced talent pool than they realise.
For official labour market information, visit GOV.UK and the Office for National Statistics: https://www.ons.gov.uk/
Why Experienced Workers Can Add Significant Value
One of the greatest advantages of experienced workers recruitment is the depth of knowledge many candidates bring.
Experienced employees may offer:
- Technical expertise developed over many years
- Strong customer and client relationship skills
- Leadership and mentoring experience
- Commercial awareness
- Problem-solving abilities gained through practical experience
These qualities can be particularly valuable for smaller businesses where specialist knowledge may not already exist within the organisation.
For example, a business might need financial management expertise but lack the budget for a full-time finance director. An experienced professional looking for part-time work could provide that capability without the cost of a permanent senior appointment.
In many cases, experience can deliver immediate value while reducing training requirements.
The Growing Importance of Flexible Working
Many workers approaching or beyond State Pension age are not necessarily looking for a traditional full-time position.
Instead, they may prefer:
- Part-time hours
- Flexible schedules
- Project-based work
- Consultancy-style arrangements
- Reduced management responsibilities
This flexibility can work well for employers.
Rather than trying to recruit for a standard full-time role, businesses may find success by redesigning positions around current operational needs.
Partner Insight
“Flexible working is no longer simply an employee benefit. It has become an important recruitment tool that can significantly widen the available talent pool. Flexible recruitment strategies can also attract skilled candidates from different age groups, creating a broader and more competitive applicant base.” Says Chris Denton, Partner at The MGroup
Focus on Skills, Not Age
Successful recruitment should always start with the needs of the business.
Instead of asking, “Who can replace the person who left?” employers may benefit from asking:
- What skills do we actually need?
- Which responsibilities are most important?
- Does this role need to be full-time?
- Could responsibilities be shared?
- Is practical experience more valuable than formal qualifications?
By focusing on the outcome rather than a candidate’s age, businesses can open the door to talented applicants they may otherwise overlook.
Equally important, recruitment decisions must remain compliant with age discrimination legislation. The right approach is to assess candidates based on their skills, experience and suitability for the role rather than assumptions linked to age.
For guidance on recruitment law, visit: https://www.gov.uk/employer-preventing-discrimination
The Benefits of a Multi-Generational Workforce
There are also wider advantages to creating teams that include employees at different stages of their careers.
A multi-generational workforce can encourage:
- Knowledge sharing
- Mentoring opportunities
- Succession planning
- Different perspectives on business challenges
- Improved innovation and decision-making
Experienced workers often bring valuable industry knowledge and professional networks. Meanwhile, younger employees may contribute fresh ideas, digital skills and different approaches to problem-solving.
When managed effectively, these strengths can complement each other and create a stronger overall team.
For many organisations, the best recruitment outcomes come from building a balanced workforce rather than focusing exclusively on any single age group.
What Should You Do Now?
✅ Review any vacancies and identify the actual skills required
✅ Consider whether full-time recruitment is necessary
✅ Explore flexible and part-time working opportunities
✅ Remove unnecessary barriers from job descriptions
✅ Ensure recruitment processes focus on skills and experience
✅ Encourage applications from a broad range of candidates
✅ Review workforce planning and succession strategies
Related Resources:
- Managing Working Capital
- Summer Business Health Check
- Business Cash Reserves Under Pressure
Key Takeaways
- The number of employees aged 65 and over continues to grow.
- Experienced workers can bring valuable skills, knowledge and commercial insight.
- Flexible working arrangements may attract strong candidates who would otherwise be unavailable.
- Recruitment decisions should focus on business needs, skills and suitability rather than age.
- Experienced workers recruitment could help solve talent shortages and strengthen workforce resilience.
How We Can Help
At The MGroup, we help businesses make informed decisions about growth, workforce planning and long term success. Recruitment challenges are often broader business challenges, affecting productivity, profitability and future development.
If you would like support reviewing your business strategy, workforce planning or growth opportunities, our team is here to help.