How Australians over 50 are navigating retirement, ageism, and the future of work

New research from Australian Seniors reveals how Australians aged 50 and over are navigating changing workplace conditions, including cost-of-living pressures, artificial intelligence, workplace flexibility, and shifting retirement expectations.

Building on insights from the Ageing in the Workforce Report 2021, the Ageing in the Workforce Report 2026 explores how older Australians are adapting to longer careers, changing workplace dynamics, and increasing financial pressures. Based on a nationally representative survey of more than 5,000 Australians aged 50 and over, the findings reveal the challenges and opportunities shaping work later in life.

Key findings

• Cost-of-living pressures are changing retirement plans for half (50%) of Australians aged 50 and over.
• Nearly 7 in 10 (69%) working Australians aged 50 and over expect to work at least three extra years due to financial strain.
• More than 4 in 5 (86%) agree that the older you get, the harder it is to find a job.
• Over 7 in 10 (72%) workers feel it is too risky to change jobs at their age.
• Around 4 in 5 (79%) are actively taking steps to stay in control of their careers.
• More than three-quarters (77%) say work provides a strong sense of purpose.
• More than half (52%) are interested in using AI tools to improve their skills and job prospects.

Download the full report here

Retirement planning is becoming increasingly uncertain

The traditional idea of retiring at a set age is becoming harder to achieve.

While 65 remains the ideal retirement age for many Australians aged 50 and over, growing financial pressures are forcing many to rethink their plans.

Only around a quarter (26%) of working Australians have made definite plans about when they will retire, while close to half (45%) say their plans remain vague.

For many, the biggest obstacle is financial security. Half (50%) say rising living costs have already forced them to revise their retirement plans, while nearly 7 in 10 (69%) of those delaying retirement now expect to work at least three additional years because of financial strain.

The main reasons Australians are delaying retirement include:

• Rising day-to-day living costs (63%)
• Concerns that superannuation and savings are insufficient (50%)
• Housing costs (40%)

As retirement becomes less predictable, many Australians are balancing long-term financial goals with immediate financial pressures.

Why many Australians over 50 still want to work

While finances remain a major reason people continue working, money is only part of the story.

For many Australians aged 50 and over, work provides purpose, routine, and connection. More than a third (34%) continue working because they genuinely enjoy it, while over three-quarters (77%) say their work provides a strong sense of purpose.

Many are motivated by:

• Staying mentally active (51%)
• Maintaining a sense of purpose (50%)
• Social connection and interaction (33%)

The prospect of retirement also raises concerns. More than half (56%) worry about boredom, while nearly half (49%) fear losing the structure and routine that work provides.

Flexible work is also becoming increasingly important. With over half (55%) now working mostly or entirely from an office, many are seeking greater flexibility as they transition toward retirement.

More than a quarter (27%) say flexibility would encourage them to remain in the workforce longer, with the most desirable arrangements being:

• Reduced working days (41%)
• Flexible start and finish times (41%)

Workplace ageism remains a major barrier

Despite decades of experience, many Australians believe age remains one of the biggest barriers in today's job market.

More than 4 in 5 (86%) agree that finding a new job becomes harder as you get older.

For many, this isn't simply a perception. Nearly 1 in 5 (18%) Australians who have searched for work after the age of 40 say they have been turned down for a job because of age discrimination. A similar proportion (18%) report being overlooked for career progression opportunities during the past year.

Recruitment appears to be one of the biggest pressure points.

Among those who experienced unfair treatment during recruitment:

• 53% were not shortlisted despite meeting the job requirements.
• 39% encountered assumptions that they were overqualified or unable to learn new technology.

Repeated rejection is taking a significant toll. Half (50%) say it has reduced their professional confidence, contributing to a growing sense of career paralysis.

As a result, more than 7 in 10 (72%) feel changing jobs at this stage of life is simply too risky.

Is AI helping or hindering older workers?

Artificial intelligence is rapidly changing the workplace, and Australians over 50 have mixed feelings about what lies ahead.

One-third (33%) see AI as both an opportunity and a threat, while slightly more (35%) view it primarily as a threat.

Many are concerned about future job security, with 2 in 5 (39%) feeling at least moderately worried that AI could replace parts of their role over the next five years.

These concerns are reinforced by workplace stereotypes. More than a third (34%) have experienced or observed assumptions that older workers are less willing to embrace AI or new technology.

Despite this, many Australians are choosing to adapt rather than resist. More than half (52%) are interested in using AI tools to strengthen their skills, improve their resumes, and remain competitive in the workforce.

Tips for job seekers

According to recruitment expert and Big Wave Digital founder Keiran Hathorn:

"Modernise the format, not the facts. Lead with your last decade, quantify your results, and remove dates that don't add value. More than half of Australians over 50 are interested in using AI to sharpen their resumes, so embrace these tools and demonstrate that you're current. Your experience and judgement are your advantage – present them with confidence."

Tips for employers

According to anti-ageism advocate Marlene Krasovitsky, creating age-inclusive workplaces starts with three practical steps:

1. Make age visible – Include age as a recognised dimension within Diversity and Inclusion strategies.
2. Use workforce data – Identify where age bias may exist across recruitment, promotion, training, and redundancy decisions.
3. Create age-inclusive workplaces – Rather than assuming people are waiting to retire, encourage conversations about future career aspirations, flexibility, and ongoing contribution.

Australians over 50 are taking control of their careers

Despite financial pressures, workplace ageism, and technological disruption, Australians over 50 are actively adapting.

Nearly 4 in 5 (79%) are taking practical steps to remain in control of their careers.

The most common strategies include:

• Embracing new technology (29%)
• Rebalancing work and life commitments (28%)
• Driving their own learning and development (27%)

These findings suggest older Australians are continuing to evolve alongside the workforce, positioning themselves for longer, more flexible, and more fulfilling careers.

The research reveals a workforce undergoing significant change.

Rising living costs are delaying retirement, workplace ageism continues to create barriers, and artificial intelligence is reshaping the future of work. Yet Australians over 50 are responding with resilience, adaptability, and a commitment to lifelong learning.

As careers become longer and less predictable, creating workplaces that value experience, support flexibility, and encourage ongoing development will become increasingly important.

Stay tuned for the next chapter of the Australian Seniors Series.

Methodology

Findings in this article are drawn from the Ageing in the Workforce Report 2026, which surveyed a nationally representative sample of 5,008 Australians aged 50 and over.

The survey was conducted online using demographic stratification to ensure responses reflected Australia's population by age, gender, and location.