Although many age 50+ employees are quite healthy and may work without accommodation, others are challenged to continue working after being diagnosed with a health condition or experiencing a mild disability. Because some employees may continue working for financial reasons, these health conditions may not be visible to managers or coworkers.

Employers that promote workplace wellness programs and health preventions services like walking clubs and flu shots save on absenteeism, turnover costs and insurance payouts. For example, NYU Langone partners with local schools and hospitality centers to offer flu shot clinics for employees, and companies can save between $2 and $4 in healthcare costs for every dollar spent on other health promotion programs.

Employers that implement age-friendly policies and programs stand out amongst the rest. One way to further your company’s enrichment opportunities is to provide additional on-the-job training or support employees who want to further their education. The ways you advertise for jobs, feature employees in company materials, and train new hires can also help establish and improve your brand identity.

When you have an age-friendly reputation, organizations like AARP and other senior employment programs encourage experienced workers to apply for your company’s roles. Your organization becomes more attractive.

An increasing number of experienced employees want to continue working well past the traditional retirement age, but don’t always have the option to do so at their current place of work. Experienced employees also value work benefits differently. For example, they may value the opportunity to purchase disability and/or long-term care coverage at group rates more so than younger employees or they may be willing to take a reduced salary in exchange for more flexible work options.

Moreover, as people continue to live longer, a greater number of experienced employees will be challenged with caregiving responsibilities. Sixty percent of employees who are caregivers have had to cut their hours or take a leave of absence due to their responsibilities and a lack of workplace elder care policies. This often results in a less productive workforce, with some employees forced to leave their job to care for family members or friends. Rather than allow this to create problems for your organization, take steps to offer support and flexibility.

Experienced employees who face financial hardships are five times more likely to be distracted at work and are twice as likely to miss work due to personal issues. Offering opportunities for employees to learn how to best manage retirement savings accounts will offer important skills and provide peace of mind as they approach retirement. Such financial literacy and retirement counseling programs are often readily available and can be administered online.

Many experienced workers also want to move gradually into their retirement, and they increasingly are looking to phased retirement and bridge jobs as desirable options. This allows employees to stay involved at work and keep their health benefits while having a flexible work schedule. Such work-to-retirement programs provide cost-effective solutions for your organization and gives you and your employees time to successfully plan workforce exits and succession.