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As the workforce ages, with about one in four employees now 65 or older, employers face both challenges and opportunities. Many older employees continue working due to financial needs, such as depleted retirement savings or supporting adult children. While these employees offer valuable experience and stability, their continued presence can limit advancement for younger staff and increase healthcare costs.
Our subject matter expert, Harrison Newman discusses a comprehensive approach that combines strong benefits, targeted education, and flexible work opportunities will empower retirement-age employees, ease their transition, and support organizational stability and growth for all generations.
Key Strategies for Employers
Click to expand the employee benefits strategies for HR and Finance.
1. Strengthen Retirement-Friendly Benefits
Help employees nearing retirement understand how to make the most of their health, dental and vision benefits, in addition to how HSAs can support medical costs in retirement, even with Medicare.
2. Provide Financial Wellness Resources
Expand support beyond younger employees’ student loan needs by also helping older workers who are saving for their children’s education. Provide education on 529 college savings plans and other financial tools that strengthen long‑term retirement readiness.
3. Educate on Medicare and Social Security
Guide employees through the timing and process of enrolling in Medicare and claiming Social Security to inform decisions and helps employees transition off employer health plans at the right time.
4. Invest in Post-Retirement Work Opportunities
Create part‑time or project‑based opportunities for retirees so they can remain engaged and share their expertise while reducing benefit costs. These flexible roles support knowledge transfer, continuity and the development of newer employees.
