The Schmooze
Let’s not push older people out of the job market
People over 50 may not bring youth, but they bring valuable skills and experience to the workplace
October 1, 2025 14:14
2 min read
People over 50 may not bring youth, but they bring valuable skills and experience to the workplace
October 1, 2025 14:14Let’s be frank: losing your job feels personal, very personal.
Struggling to get a new one, despite years of experience, expertise and enthusiasm, feels even more so – especially when you sense that your age is being treated as a barrier to your prospects.
As the chief executive of Resource, I know this. At 56, I bring decades of work experience to my role – and by extension, a specialised skill set, including decision-making, confidence, empathy towards my team, and the assurance that I can manage difficult situations. None of this came overnight. It is the result of hands-on experience that should be valued, not dismissed.
And yet, too many people over 55 are being sidelined in the job market over biased assumptions that younger people are always more confident with technology (they are not), that senior employees might have health issues (so might anyone), or that energy fades after 50 (I have found the opposite to be true).
At Resource, we are witnessing the impact first-hand.
Demand for our services has more than doubled since 2020. And most striking of all: today, one in five of our clients are over 55.
For an increasing number of people, work is not a choice or provision for a more comfortable lifestyle – it is essential. The cost of living and housing crises are hitting hard across the country, including in the Jewish community. Clients tell us they are financially worse off in their fifties than they were in their thirties. Some are taking on two jobs just to cover the basics. Others have accepted significant pay cuts that are below their level of expertise to stay afloat.
Experience does not expire, and skills do not have a shelf life
In certain corners of the community, it is easier to turn a blind eye to people facing struggles. “Keeping up with the Cohens” may be a flippant term at times, but for many families, the pressures are real. Whether it is maintaining private tuition, covering a holiday abroad, or holding a simchah catered to a certain standard – these costs add another layer of stress for those who have lost jobs and are trying to make ends meet.
Today, one in three UK workers are over 50. Yet, while many are delaying retirement to make ends meet, others find themselves seeking a place in the competitive labour market after taking a career break.
Some parents struggle to return to work after a break, but those breaks are getting shorter, simply because few can afford to stay out of employment for long. Even so, when they try to re-enter the labour market, many worry their applications will be dismissed or their time away will count against them. They have the education, experience and drive to work, yet still find themselves on the back foot.
That is why, with the support of the Wohl Legacy, we have launched the Ageless Career Programme. We are offering bespoke workshops on CV writing, interview skills, IT and LinkedIn training, networking seminars and access to one-to-one mentors. It is about building confidence, updating skills and helping experienced people return to workplaces where their achievements are recognised in a real way.
But this is not just about jobseekers. Some employers rely on automated filters that cut out experienced applicants before they even have a chance to prove themselves. Our programme works directly with employers, encouraging them to sign the Age Friendly Employer Pledge and commit to valuing senior workers.
Our task is to help our clients recognise their value and present their skills with confidence to employers. For parents returning after time at home, for people who have been made redundant after decades of company loyalty, or for those who want to be paid fairly for their expertise – there are opportunities available.
Experience does not expire, and skills do not have a shelf life. At Resource, our job is to make sure both clients and employers see that too.
Victoria Sterman is chief executive of Resource
resource-centre.org
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