These days, it’s common to hear advocacy groups say we need to rethink retirement. “People live longer now,” they’ll say. “Working past 65 should be normal.” Many claim to value older workers, highlight their experience, and speak about flexible, age-inclusive workplaces.
In South Africa, we know youth unemployment is a serious and urgent issue—and this article isn’t about denying that. The country needs real solutions for young people entering the job market but if your company says it supports age inclusivity, then let’s see that reflected in your policies, not just your press statements.
You can’t say you advocate for seniors, then turn around and push them out when they still want to work.
Mixed Messaging in Policy and Practice
Take the example of retirement clauses. A business may publicly state that retirement ages are outdated—yet still include a line in employment contracts saying people must leave at 65. Why should a skilled, healthy person who wants to stay be forced out because of an arbitrary number?
If companies really believe what they say about working longer, it should show in how they treat their older staff.
And it’s not just about retirement age. Here are two other areas where talk and action often don’t match:
1. “We Support Lifelong Learning” – But Only for the Young
Many businesses talk about the importance of continuous learning. But training and development opportunities often stop short of those over 55.
Why? There’s an assumption that older workers are winding down or not worth investing in. That’s not only unfair—it’s wasteful. These employees often want to grow, adapt, and contribute. Excluding them is short-sighted.
2. “We Offer Flexibility” – Unless You’re Nearing Retirement
Flexible work is praised as a modern workplace benefit—helping people balance life and work. Yet when older employees request reduced hours or phased retirement options, they’re more likely to be ignored or quietly shuffled out.
If flexibility is real, it must apply to everyone, not just the young or those seen as the “future” of the business.
So, Are We Paying Attention?
It’s time we looked closely at what businesses do, not just what they say. If a company claims to value older workers, are they actually promoting them, retraining them, giving them room to contribute—or just waiting until retirement paperwork can be filed?
South Africa’s workforce challenges are complex. But that’s all the more reason to insist on honesty and integrity. Don’t say one thing in public and act another way behind closed doors. Don’t use progressive language about older adults while sticking to outdated practices.
Because in the end, do we hold all businesses accountable for what they say? If we don’t, who will?