It seems taking a back seat is something a lot of people are finding increasingly difficult to do and a return to work after retiring could be on the cards.
The recent case of Kelly v PGA European Tour highlights the challenges companies face when attempting to encourage senior employees to change their approach or step down.
It appears the days of presenting employees with a gold clock and a handshake when they reach 65 have been consigned to the history books as a record number of older workers are still in employment.
New Hollywood movie The Intern revolves around a 70-year-old widower, played by Robert De Niro, who joins a fast-growing fashion business as a trainee. Just like the film reveals, however, companies and the leaders behind them shouldn't fail to recognise the importance of older professionals.
Employment Minister Esther McVey has recently announced that from April 2015, the government will roll out an ‘older workers’ champion scheme across the UK. The intention is that over-50s jobseekers fighting ageism to get back to work will be given a new approach to preventing their talents from being wasted.
Retirement has been one of the main talking points of the last couple of weeks. Particularly in the world of football, where Sir Alex Ferguson and, more recently, David Beckham said their goodbyes.
At age 38, William the Conqueror won the Battle of Hastings. In this century, someone of the same age would be considered too young and inexperienced to hold such a high position.
Since the default retirement age was abolished, new issues of age discrimination have risen. Do you know where the law stands, when it comes to older employees in your business?
Looking to hire a “dynamic, young spirited, recent graduate”? Or someone who’s “mature, strong and experienced”? Be warned: you could open yourself up to an age discrimination claim.