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The importance of employment opportunities for mature-aged workers in Australia
Mature-aged workers are a valuable part of Australia’s workforce. They bring years of experience, strong work ethics, and reliability that benefit businesses and the economy.
As Australia’s population continues to age, finding opportunities and work for older workers is more important than ever. Many are choosing flexible work arrangements, such as contracting, to suit their lifestyles.
Having access to meaningful work helps older workers maintain a sense of purpose and remain engaged in their communities. And with a rising cost of living, many older Australians are choosing to work beyond traditional retirement age to support themselves and their families.
In this blog, we’ll explores why older workers employment is essential, the challenges they face, and the support available to help older workers stay in the workforce.
Why mature aged workers are essential for Australia’s workforce
Older workers play a significant role in Australia’s economy for several reasons. As businesses face skill shortages, hiring experienced professionals can help maintain productivity and efficiency. Moreover, a diverse workforce that includes older workers promotes innovation and a well-rounded work environment.
Here are some of the key reasons why mature-aged workers are an asset to the workforce:
- Experience and knowledge: Older workers have spent years developing their skills and gaining industry expertise. They often serve as mentors, helping younger employees navigate challenges and build their careers.
- Strong work ethic: Many employers appreciate the reliability, dedication, and professionalism that mature-aged workers bring to the workplace. They often have a strong sense of responsibility and take pride in their work, making them dependable employees.
- Filling skill gaps: With workforce shortages in some industries, mature-aged workers help bridge the gap by bringing their expertise to sectors that struggle to find qualified employees. In fact, research shows that industries with a higher percentage of older workers tend to experience fewer skill shortages.
- Older workers employment – Encouraging companies to hire experienced professionals helps maintain a balanced and diverse workforce. Businesses that embrace age diversity benefit from a mix of perspectives and skill sets, which leads to a more innovative work environment.
How Australia’s aging population impacts the job market
In 2021, 15% of Australians aged 65 and over were working, compared to just 6.1% in 2001. This rise reflects a shift in financial needs, prompting older individuals to remain in the workforce longer. As a result, businesses are adapting by offering more flexible working conditions, such as remote work and older workers programs
Moreover, employers see the advantages of retaining older workers, such as stability and reduced turnover rates. Providing older workers employment helps reduce government spending on pensions and healthcare while supporting economic growth. Older workers also continue to contribute to taxes and consumer spending, which boosts economic stability.
Addressing age discrimination in employment
Despite the strengths and expertise they bring in, many older workers face age discrimination. In fact, 35% of Australians aged 55-64 have experienced age discrimination when looking for work. There are negative stereotypes about their ability to learn new skills or adapt to technology can create barriers to older workers employments.
These biases often result in fewer job opportunities and longer job search periods for mature-aged workers. On average, it takes a mature-aged worker 20 months to find a new job, compared to just 9 months for younger workers.
To ensure equal opportunities for older workers, businesses must take proactive steps to eliminate age bias in hiring and workplace practices. Here are some ways employers can foster an inclusive work environment and an effective older workers program:
- Promote skills over age: Employers should focus on an applicant’s skills, experience, and work ethic rather than their age. Implementing unbiased hiring practices, such as blind recruitment, can help reduce discrimination.
- Invest in training and upskilling: Offering training programs and technology workshops ensures that older workers stay up to date with industry changes. Providing continuous learning opportunities helps dispel the myth that mature-aged workers cannot adapt.
- Enforce anti-discrimination policies: Implementing and enforcing policies that prohibit age discrimination in hiring and the company’s older workers program ensures fair treatment for all workers. Providing training on unconscious bias can also help create a more inclusive workplace.
Government initiatives supporting mature aged workers
There are various older workers programs that the government offers. These initiatives focus on job training, incentives for employers, and financial support for older workers looking to re-enter the workforce or switch careers. Here are some of the older workers programs by the government:
- Workforce Australia: A government service that helps mature-aged job seekers find work, access training, and receive support tailored to their needs. It also assists employers in recruiting experienced workers.
- Fee-free Tafe: This program provides free vocational education and training courses to help older workers gain new skills and qualifications.
- Career transition assistance: A program designed to support mature-aged job seekers by improving their job search skills and confidence.
- Course Seeker: An online tool that helps older workers explore available education and training opportunities to upskill or change careers.
Key benefits of contracting for mature aged workers
As more mature-aged workers embrace contracting roles, they are discovering a range of benefits that align with their lifestyle needs and career goals.
Flexibility and autonomy
One of the primary attractions of contracting for mature-aged workers is the flexibility it offers. Unlike traditional employment, contracting gives individuals greater control over their work schedules. This then enables them to balance professional commitments with personal interests or family responsibilities.
For instance, a seasoned project manager might take on jobs for older workers such as short-term contracts that align with their availability. This arrangement provides the freedom to pursue other hobbies or spend more time with loved ones.
Opportunity to leverage experience
Contracting roles often require a wealth of experience and specialised skills. Interestingly, these are areas where mature-aged workers excel.
By engaging in contract work, these individuals can apply their extensive experience and knowledge to high-impact projects, delivering value to organisations seeking expertise.
For example, an experienced marketing strategist might undertake a contract to develop a comprehensive marketing plan for a company entering a new market, drawing on decades of industry experience to craft a tailored strategy.
Income supplementation in retirement
As many Australians turn 60, they gain access to their superannuation—retirement savings accumulated through employer and personal contributions. When they transition to contracting, they gain a flexible solution for supplementing this income without the demands of full-time work.
For instance, a retired engineer might take on consulting projects, using their expertise to advise on complex designs—which helps maintain professional engagement and provides additional financial stability during retirement.
Challenges and pain points in contracting for mature aged workers
While contracting offers many advantages for mature-aged workers, it also comes with unique challenges and potential drawbacks.
Age discrimination and job insecurity
In Australia, people over 60 are an essential part of the workforce and can continue working, but many face challenges like age discrimination and job insecurity.
The Australian Human Rights Commission, for example, found that 27% of Australians aged 50 and over experienced age discrimination in the workplace within two years—with the figure rising to 35% for those aged 55 to 64.
Common issues include:
- being overlooked for job opportunities
- receiving less favourable treatment
- facing negative stereotypes about ageing, such as being deemed “too old” for specific roles
Contracting can help mitigate biases by focusing on skills and experience rather than age. CXC champions a skills-based hiring approach, connecting mature-aged workers with employers who value their expertise. However, job insecurity remains a concern since contract roles typically lack the stability of permanent positions, making it harder for older workers to find consistent, reliable employment.
Limited access to benefits
Contracting roles usually do not offer the benefits associated with full-time employment, such as health insurance, superannuation contributions, or paid leave.
This can be tough for older workers with specific health needs or planning for the future. Without these perks, mature contractors must (on their own) set aside funds for their healthcare and long-term financial security. Careful planning is key to managing these gaps and staying secure as they continue their careers.
Skills and technology barriers
The rapid pace of technological change, including the rise of artificial intelligence (AI), can create significant challenges for mature-aged workers adjusting to new tools and systems. Many older employees experience “technostress”—the constant need to learn unfamiliar technologies causes stress and affects productivity.
Cognitive changes, such as slower processing speeds, can make it harder for older workers to adapt quickly. Combined with negative stereotypes about their ability to learn new tech, these factors often result in fewer jobs for older workers.
However, many older Australians are embracing the chance to learn new skills. When given proper training and hands-on experience, they can master new technologies, including AI tools.
Employer misconceptions
Many employers still hold misconceptions about offering jobs for older workers, often believing they are more expensive. However, data suggests that this perception is misleading. The experience of older workers usually offsets costs through higher productivity, reduced turnover, and lower absenteeism rates. These same workers are five times less likely to change jobs than younger employees, which helps reduce overall turnover costs.
Studies also show that older workers often take on roles requiring complex skills and expertise. Employers who look beyond age-related assumptions frequently find that older contractors bring reliability and a strong work ethic, which makes them valuable to the organisation.
Opportunities for mature aged workers in the contracting landscape
Despite misconceptions and challenges, there are many promising opportunities for mature-aged workers within Australia’s contracting landscape.
Expanding industries and in-demand roles
Various industries are increasingly recognising the value of mature-aged workers. This is particularly evident in the healthcare and aged care sectors, where the ageing population fuels a growing demand for experienced professionals.
The Australian Aged Care Workforce Industry Council projects a shortage of 110,000 aged care workers by 2030. This presents a significant opportunity for mature-aged individuals with the skills, empathy, and expertise needed to fill these essential roles. Over 50s already make up 14% of the workforce in this sector, with approximately 634,000 employees.
Beyond healthcare, mature-aged workers are highly valued in project management and consulting. Older workers bring a fresh perspective to business operations, often identifying areas for improvement and bridging skill gaps within teams. Their ability to mentor younger employees and share valuable industry knowledge makes them indispensable, particularly in industries undergoing transformation. Evidence suggests that mature-aged employees take fewer days off and contribute to higher productivity, making them vital assets in the modern workplace.
Supportive resources for transitioning to contracting
Transitioning to contracting can be made easier with access to supportive resources and tailored programs.
For example, the CIT Mature Workers Support Project helps individuals aged 45 and older upskill or reskill for new job opportunities. This initiative offers high-quality case management, connects participants with tailored training, and engages them with potential employers, making the shift to contracting or new career paths more manageable for mature-aged workers.
For those over 50 considering a new career, roles in healthcare, project management, consulting, and skilled trades are often a great fit due to the value placed on experience and expertise. Platforms like CXC provide essential support as we are experts in connecting mature-aged contractors with opportunities and helping them navigate the complexities of self-employment.
Navigating financial and legal aspects of contracting
Understanding the financial and legal aspects of contracting is crucial. This includes managing taxes, superannuation, and ensuring compliance with Australian employment laws. Seeking advice from financial advisors or organisations like CXC can provide clarity and assistance in these areas, helping mature-aged workers make informed decisions.
How CXC supports mature aged workers through contracting and employment solutions
Contracting is ideal for mature-aged Australians, offering flexibility, control over work schedules, and the chance to earn extra income without the demands of full-time roles. It allows older workers to stay active, use their skills, and enjoy financial security while balancing work and personal lives.
Through specialised programs and expert guidance, CXC helps mature-aged professionals navigate the job market, secure meaningful work opportunities, and enjoy the benefits of flexible employment.
The role of CXC in facilitating employment for experienced professionals
When you partner with CXC, we ensure that you get access to highly skilled older workers. We help older workers find roles that value their knowledge and contributions. Key aspects of CXC’s support include:
- Streamlined contracting solutions: CXC simplifies the contracting process for mature workers, handling administrative tasks such as payroll, tax compliance, and superannuation contributions. This allows professionals to focus on their work without worrying about the complexities of self-employment.
- Access to a broad network of employers: Through its extensive network, CXC connects mature-aged workers with businesses that recognise the value of experience. Whether it’s short-term contracts, project-based roles, or long-term assignments, CXC ensures older professionals find work that suits their needs.
- Compliance and security: Ensuring compliance with Australian workplace laws, CXC protects workers by managing contracts, ensuring fair remuneration, and providing guidance on workplace rights and entitlements.
How CXC helps mature aged workers navigate the Australian job market
The job market can be challenging for older workers, especially when faced with age discrimination and changing industry requirements. CXC provides comprehensive support to help mature-aged professionals overcome these challenges and successfully transition into new roles.
CXC assesses each worker’s skills, experience, and career goals to connect them with suitable job opportunities. This ensures that mature-aged workers are placed in roles where their expertise is valued.
Flexible workforce solutions tailored for mature aged workers
Many older professionals prefer contract work due to its flexibility and variety. CXC facilitates work for older workers and these arrangements, allowing workers to choose assignments that fit their schedule and expertise.
CXC helps mature-aged workers find roles that offer remote work, part-time hours, or job-sharing arrangements, enabling them to maintain a work-life balance.
Get Started with CXC: Contracting and work opportunities for mature aged workers
For those seeking older workers employment, CXC provides the tools and support needed to succeed. If you’re ready to start a contracting career, CXC is here to help. We can connect you with the right jobs for older workers and provide support throughout your contracting journey. And if you’re a business seeking mature-aged professionals, we can help you access skilled, reliable talent who will bring valuable experience to your team.
Reach out to us today to find out how we can help you.
