People want greater control over retirement age, says AFI chief

Age Friendly Ireland shows 39% would like to retire between 60 and 65, while 19% would like to continue working up to 70

Demographic shift in workplace: Catherine McGuigan, chief officer, Age Friendly Ireland, the representative group for older people.

People want a greater degree of control and choice in relation to their retirement age, says Catherine McGuigan, chief officer, Age Friendly Ireland (AFI).

Retirement today is no longer a fixed endpoint at 65, says the leader of AFI. People are living longer, healthier lives, and many want to continue working, whether for financial reasons, purpose or community, she says.

Many organisations and people in their sixties share a view that their age and experience can be of great value after they’ve reached retirement age. What form their participation takes is a choice for each individual. 

“Ireland is undergoing a significant demographic shift. As people live longer and healthier lives, our communities, services and workplaces must adapt,” says Catherine McGuigan.

AFI, the representative group for older people, supports local authorities and a range of multi-sectoral stakeholders to respond positively to this change. Ireland was the first country to be affiliated with the World Health Organisation’s Global Network for Age Friendly Cities and Communities.

Catherine says: “Since early 2025, AFI has been developing an Age Friendly Workplace pathfinder programme. This initiative recognises that increasing longevity will reshape the workplace. National policy is already adjusting, through changes to retirement ages, the State pension and the introduction of auto-enrolment.

“During the consultation phase for the Age Friendly Workplace Programme, AFI carried out research with employers, employees and recent retirees, alongside a national survey with over 1,000 respondents."

Findings in recent surveys show that 39% would ideally like to retire between 60 and 65. However, 19% said they would like to continue working up to 70, and a further 5% indicated they would work to the age of 75 if given the option.

“What this tells us is not that everyone wants to work longer, but that people increasingly want choice. Retirement is becoming less of a cliff edge and more of a transition, shaped by individual circumstances, health, finances and personal fulfilment,” says Catherine.

Ireland’s life expectancy now stands at 83 years for women and 81.3 for men. Many people in their late sixties and seventies are healthier and more active than previous generations.

“Work provides structure, routine, social connection and a sense of identity. For some, stepping away suddenly can mean losing daily contact with colleagues, the rhythm of shared purpose and the feeling of being needed.

“We are also seeing a greater emphasis on lifelong learning. There are opportunities for re-training in later life, career change, or what’s called the ‘encore career’, where someone starts a new business after their primary career ends."

Internationally, the WHO Global Age Friendly Framework, and as part of the UN Decade of Healthy Ageing, is also seeking to address ageism.

Even among those who plan to retire fully, remaining active is important. In AFI’s survey, 13% said they would take up another paid occupation, 19% planned to focus on sport or leisure activities, 19% intended to volunteer, and 11% hoped to return to education or develop new skills.

Retirement is moving away from traditional assumptions, and our research shows that workers want greater autonomy. As one respondent to AFI’s survey stated: “I will walk out of here one day and 25 years of knowledge and experience will leave with me."

AFI believes that teams that are diverse in age can provide a strategic advantage to employers, combining a wealth of viewpoints and knowledge.

Catherine says: “Older workers bring decades of accumulated knowledge, sectoral insight and professional judgement. Many have navigated economic cycles, technological disruption and organisational change, building resilience that cannot be replicated overnight.

“When experienced employees leave abruptly, organisations lose institutional memory, client relationships and tacit knowledge. Younger colleagues bring fresh thinking, new technical skills and different perspectives. When organisations intentionally create environments where those strengths interact – through mentoring and collaborative working - the result is stronger decision-making and greater innovation.

“In a labour market facing skills shortages, retaining experienced workers, even on flexible or reduced-hour arrangements, strengthens productivity, succession planning and organisational resilience.

“Ireland is already experiencing labour shortages in key sectors, many of which will be essential as we look to sustain an ageing population. Retaining experienced workers is an economic imperative.

“We expect workplaces to become more flexible, more inclusive and more deliberate in how they plan for longer working lives. In our survey, 37% of people said that more adaptable working schedules would be the single biggest factor in their decision to remain in the workforce for longer. Hybrid, part-time and phased retirement options will replace the ‘cliff edge’ model of retirement."

AFI is working to ensure that age-friendly design principles make workplaces more accessible and comfortable for older workers. Assistive and adaptive technology can mitigate minor health issues or sensory decline, such as larger screens, screen readers, or hearing devices.

“Inclusion must extend beyond the physical environment,” says Catherine. “Recruitment, progression and training policies need to be consciously age-inclusive, recognising that talent is not defined by date of birth. Earlier and more comprehensive pre-retirement planning will help individuals make informed decisions, while organisations that maintain links with retired staff can retain valuable knowledge and expertise.

“As longevity increases, workplaces that adapt will not only support individual choice, but strengthen their own resilience. Older workers should not be viewed as a challenge to manage, but as an asset to harness in an economy that needs their experience more than ever."