Valuing Older Workers

If you ask employers if they employ older workers, increasing numbers of them will cite an example of a 65-year-old woman they employed last year who has become an important member of their team, or the valued 69-year-old man who is still working for them. These are typically individual success stories; stories that are visible because they are exceptions.

What is still rare are the employers who take a deliberate and proactive approach to recruiting and retaining older workers, employers who accept older workers as a normal and valuable part of their workforce.

Valuing Experience: a practical guide to recruiting and retaining older workers

However, retaining older workers makes good business sense. Smart organisations are redesigning work to retain older workers, according to a new guide for New Zealand employers wanting to recruit and retain mature employees. 

The guide, Valuing Experience: a practical guide to recruiting and retaining older workers, provides information both on older worker’s rights and responsibilities and tips for employers. The new resource was produced by a group comprising the Human Rights Commission, the Retirement Commission, the EEO Trust, Business New Zealand, the CTU and the Canterbury Employers’ Chamber of Commerce.

The EEO Trust has also released case studies of successful programmes put in place to retain experienced employees. 


Read the media release by Hon Ruth Dyson, then-Minister for Social Development and Employment.