Aging Workforce Offers Opportunities and Requires Special Considerations 

By K. Martine Cumbermack 

As the American workplace has become an in-gathering of five generations, business commentators have written extensively about how to manage Millennials (born between 1981 and 1995) and Generation Z (born between 1996 and 2012). However, the fastest-growing generations in the workforce are Generation X  (born between 1965 and 1980), and Baby Boomers, who range in age from 60 to 79 years old (born between 1945 and 1964). 

The U.S. Bureau of Labor Statistics (BLS) projects that workers over 65 years old will make up 8.6% of the workforce by 2033, up from 6.7% in 2023. The Baby Boomers’ resilience provides younger workers opportunities to learn from wisdom and experience, but it also means human relations staff need to be adept at managing the specific needs of older employees. 

A paper published in the National Library of Medicine found older workers actually have lower injury rates than younger and middle-aged workers, but when older workers are injured, their conditions are more serious and their treatment and recovery are more costly. According to the report, following an injury, older workers require more time off, are less likely to be offered modified work or to be recommended rehabilitation post-injury and are less likely to ever return to work compared to younger workers.  

The paper also discusses how aging-related health changes impact occupational injury risk. Older adults have a higher incidence and prevalence of chronic diseases. Declines in vision and hearing may limit the ability to perceive safety hazards and safety measures or interfere with understanding work-related instruction. Further, age-related changes in cardiovascular and musculoskeletal systems and bone density may impact dexterity, reaction to stress and strength.  

Employer Considerations 

It is evident that employers with an older employee workforce face unique considerations that can significantly impact workplace dynamics, productivity and overall workplace safety and incidents of work-related injuries. As such, employers have multiple factors to consider, especially if a large percentage of their employees are over the age of 50. A sampling of these factors is addressed below. 

• General Health and Safety: Older workers may have different health concerns compared to younger employees. It is crucial for employers to assess workplace hazards and implement appropriate safety measures to accommodate age-related physical changes and conditions (e.g., ergonomic adjustments, regular health assessments). These can help mitigate the frequency of workplace injury incidents. 

• Workplace Accommodations: As employees age, they may require adjustments to their work environment or job tasks to maintain productivity and safety. Employers should be prepared to provide flexible work arrangements, modified duties or ergonomic equipment to support older workers in performing their roles effectively. Likewise, following an injury, it is incumbent for employers to accommodate work restrictions placed by the treating provider whenever possible. 

• Training and Development: Investing in training and development tailored to older workers can enhance their skills, adaptability and job satisfaction. Programs focusing on technology proficiency, health, wellness and career progression opportunities can benefit both employees and the organization. Likewise, an investment in older workers’ careers or advancement potential could help mitigate the issues that may arise when older workers are injured, such as willingness to return to work or seek legal counsel immediately following a work injury. 

• Health and Wellness Programs: Promoting health and wellness initiatives tailored to older employees can improve overall well-being and reduce healthcare costs and possibly workplace injuries. This may include offering preventive screenings, fitness programs, mental health support and access to resources for managing chronic conditions. 

• Legal and Compliance Considerations: Employers must comply with age discrimination laws (ADA) and regulations that protect older workers from discriminatory practices in hiring, promotion and termination. Nevertheless, utilizing available tools in the correct way, such as post-hire medical questionnaires and/or pre-employment health screens, can provide some protection for both employees and the company. 

Contrary to stereotypes and statistics on injuries, older workers often bring valuable skills and experience to the workplace. As demographic trends continue to shift towards an aging population, the role the workers' compensation system plays in supporting aging workers will only become more critical. Embracing proactive strategies that promote health, safety, productivity and work accommodations will enable employers to harness the full potential of their aging workforce, while also minimizing the incidences of workplace injuries when navigating the challenges inherent in a work injury involving an older worker. 

K. Martine Cumbermack has, for more than 20 years, provided litigation counsel and representation in workers’ compensation matters on behalf of employers, insurance companies, self-insureds and third-party administrators in Florida and Georgia. She is a partner and chief of diversity at  Swift Currie McGHee & Hiers in Atlanta. 

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