The demographic landscape of the British labour force is undergoing a significant shift, with older employees increasingly choosing to remain in or return to work, thereby pushing up the average age of new hires and creating a more challenging environment for younger job seekers.
The Data: A Workforce Growing Older
According to a recent study from workforce data firm Revelio Labs, the average age of the labour force has climbed from 40.5 years in 2022 to over 42 years by the close of 2025. This trend is directly linked to workers aged 65 and older postponing retirement or re-entering the job market. The study, published earlier this month, highlights a sharp increase in the average age of individuals starting new positions since 2022.
"The average age of workers starting new positions has risen sharply since 2022 as older workers re-enter or remain in the labour market and younger workers face fewer entry opportunities," the report stated. It characterises this pattern as indicative of a slowing, more selective market that now prioritises immediate experience over long-term potential.
Why Employers Are Choosing Experience
This ageing trend coincides with a sluggish job market where unemployment rates are hovering near four-year highs. In such an economic climate, employers are becoming more conservative, tightening hiring criteria and seeking to minimise risk. "When growth slows, hiring does not disappear; it becomes more conservative," Revelio noted.
The analysis points out that in this cautious environment, attributes like "experience, immediate productivity, and role readiness suddenly begin to matter more, making older workers comparatively attractive." This shift in hiring incentives means fewer opportunities are available for inexperienced applicants trying to start their careers.
Sectors Most and Least Affected
The study identified specific occupations that have seen the most pronounced increase in the average age of workers between 2015 and 2025. These roles, which rely heavily on accumulated knowledge and interpersonal skills rather than fast-changing technical expertise, include:
- Service operations (increase of 2.57 years)
- Insurance claims adjuster (2.48 years)
- Sales representative (2.4 years)
- Real estate agent (2.38 years)
- Commerce brand manager (2.3 years)
Conversely, more technical and analytics-driven fields have experienced minimal ageing or even a decrease in the average age of workers. For instance, from 2015 to 2025, the role of data analyst saw a slight decrease of 0.07 years. Other tech-centric roles like cybersecurity analyst, renewable energy engineer, and systems analyst saw average age increases of one year or less.
"The result is a growing divergence across occupations in who gets hired, not because of structural shifts in labour demand, but because hiring incentives have shifted," Revelio concluded.
The Broader Implications for the Labour Market
The research stresses that this change is not primarily due to older workers switching careers, but rather a combination of them staying in their roles longer and a market that has shifted its preferences away from youth. "Older workers are staying longer in the labour force or returning from retirement, while younger workers face higher barriers to entry," the firm stated.
The ultimate consequence is a workforce that is older, experiences less turnover, and blurs the traditional boundary between working life and retirement. This presents a complex challenge for economic planners and policymakers, who must balance the valuable contribution of experienced workers with the need to create pathways for the next generation entering the job market.
