Job mobility for older workers in semi-routine and routine occupations 

This project will explore factors influencing beneficial job mobility for mid-to-late career workers aged 50+. The focus in on people in semi-routine and routine occupations, who often experience lower job autonomy, wages and career prospects, alongside lower qualifications, poorer health, and greater physical work demands. 

Why is this important?

An ageing UK population, state pension age rises, a government target of 80% employment, and other economic/financial pressures all necessitate working longer lives. Job mobility becomes less common with age. A particular inflection point occurs around the age of 50, after which, occupational changes increasingly lead to lower-quality jobs. Age-related barriers to job mobility include discrimination and self-limiting beliefs.  

What does it involve?

The research team will investigate the potential for policy, local interventions, and employment practice to support extended working lives by increasing job mobility, both within organisations and changing employers, in mid-to-later career. The following research questions will be answered: 

• To what extent can job mobility improve employment outcomes for semi-routine and routine workers in mid-to-late career, and what are its limitations? 

• What are the potential outcomes for employers in promoting job mobility among these workers? 

• What are the main structural and individual factors that enable or act as barriers to job mobility in mid-to-late career? 

• How effective are current UK policy interventions and workplace practices in supporting job mobility that lead to more sustainable employment outcomes in mid-to-later career? 

• What potential lessons for improvement can the UK draw from domestic and international policy interventions aimed at supporting job mobility in mid-to-later career? 

• How can public policy and workplace practices be designed to more effectively support job mobility and enable extended working lives? 

The mixed methods approach will involve: 

• A rapid assessment of published research and policies to establish foundational knowledge.   

• Using longitudinal survey data to explore job mobility patterns, influencing factors, and employment outcomes across occupational groups.   

• Interviews and focus groups with older workers, employers, and stakeholders in the Leeds City Region to gather insights into local challenges and opportunities.   

How will it make a difference?

Findings will be shared with key stakeholders, including employers, HR professionals, government departments, devolved administrations, and career services. Policy co-design workshops and a toolkit for employers and HR professionals will disseminate practical recommendations.