A gold watch, a hearty smile and a firm handshake. Such are the traditional dignities of retirement after long service in the UK. With the forthcoming abolition of the Default Retirement Age in April this year, though, much of this may change. Jane Gray discovers the pros and cons around the intention to extend the potential of our working lives.
Thirty per cent of the manufacturing workforce in the UK is currently made up of employees between the age of 50 and state pension age, and many sector sectors, such as food and drink, employ a broadly aging workforce. Hence, issues of succession planning and skills gap analysis are always of interest to HR professionals…
This content is for subscribers only. Subscribe now for free to read the full article.
Already a subscriber? Login
