Longevity in the Workplace: Employer Strategies for Supporting Healthy Aging and Workforce Sustainability

Employees are living longer and working later in life. Discover why longevity-focused strategies and preventative healthcare are essential for workforce sustainability, and learn practical steps employers can take to build healthier, more resilient organisations.

Employees entering the workforce today can expect to live well into their 80s. That’s good news - but it also means careers are lasting longer, stretching across 40+ years. On top of this, economic pressures like cost of living are contributing to later retirements. Employers must rethink how to support health and well-being so their people can thrive not just today, but over the course of their working lives.

Globally, life expectancy at birth reached 73.3 years in 2024 - up more than eight years since 1995 - and populations aged 60 and over are projected to rise from 1.1 billion in 2023 to 1.4 billion by 2030 (WHO).¹ Preventative care is central to ensuring those extra years are healthy, both for individuals and the organisations that depend on them, especially as average retirement ages continue to rise.

Recent global health shocks, including the pandemic - which wiped out nearly a decade of life expectancy gains between 2019 and 2021 (WHO)² - also show how quickly progress can be undone when prevention is neglected.

This longevity shift brings both opportunity and risk – such as rising healthcare costs and the need for age-inclusive cultures. Forward thinking organisations must invest in long-term well-being and adaptability. In short, the challenge for employers is no longer just keeping today’s workforce well, it includes helping people thrive across decades of working life.

The Business Case for Longevity-Focused Strategies

By longevity-focused strategies, we mean organisational approaches that help employees in their 50’s and 60’s remain engaged, productive, and adaptable through flexible work options, reskilling opportunities, and workplace designs that support health and well-being throughout extended careers.

According to AARP and Health Action Alliance³, the longevity economy globally is projected to grow from $45 trillion in 2020 to $118 trillion by 2050. Older workers are among the most engaged and resilient segments of the workforce. Needless to say, organisations that invest in health, flexibility, and lifelong learning will not only future-proof their talent strategy but also gain competitive advantage in a tightening labor market.

Longevity Across Regions

Life expectancy continues to rise globally, with notable differences across regions. In Hong Kong, longevity remains among the highest worldwide: women now live an average of 88.4 years while men reach 82.8 years on average.⁴

In the United Kingdom, recent data from the Office for National Statistics shows life expectancy at birth averaging 78.8 years for men and 82.8 years for women, a slight recovery from pandemic lows but still below pre-2020 levels.⁵

Across the European Union, the latest Eurostat figures indicate an average life expectancy of 81.4 years, with women living to 84.0 years and men to 78.7 years, highlighting ongoing demographic shifts and the growing proportion of older adults in the workforce.⁶

Lessons on Prevention and Longevity from Blue Zone Regions

Blue Zones research identifies regions worldwide where people live longer, healthier lives, thanks to shared lifestyle patterns such as plant-based diets, regular physical activity, strong social connections, and a clear sense of purpose. These communities demonstrate that longevity is not just genetic but heavily influenced by environment and daily habits. For employers, the lesson is clear: workplace culture and design can mirror these principles by fostering social engagement, reducing stress, and encouraging healthy behaviors, thereby supporting the longevity of staff. Investing in these strategies can lead to a more resilient, productive workforce and lower long-term health costs, aligning employee well-being with organisational success.⁷

Preventative strategies don’t just support employee health, they deliver measurable economic returns, strengthening both workforce resilience and business performance.

Longevity as a Workforce Strategy

As populations age and retirement ages rise, employers everywhere must plan for longer working lives. The OECD projects that the average retirement age across member countries will climb to 66.3 years for today’s new labour market entrants, extending careers by several years compared to today’s retirees.⁸

This shift is already visible across markets:

• In Japan, the statutory retirement age for men increased to 65 years in 2025, up from 64 in 2024, as part of a phased plan to extend working lives. Employers are also encouraged to offer employment opportunities up to age 70 under recent labor law reforms.⁹
• In Hong Kong, the official retirement age remains 65 years for men and women, though surveys show many plan to work beyond this age due to high living costs and longevity trends.¹⁰
• In Europe, most EU countries cluster around 65–67 years, with Nordic nations like Denmark and Iceland at 67, and major economies such as Germany and the UK at 66. France remains lower at about 62.5 but is scheduled to rise to 64.¹¹
• In the U.S., the average retirement age is 63 overall (65 for men and 62 for women), while the full Social Security retirement age is 67 for those born after 1960, reflecting an upward trend.¹²

Though contexts differ, the implication is the same: employers need to rethink benefits to support employees not just short-term, but across decades of working life.

Employer Strategies to Support Late-Career Employees

Supporting longevity and vitality of late-career employees doesn’t require a complete overhaul of benefits. Many of these measures are low-cost, scalable, and easy to integrate into existing programmes. The key is to choose actions that meet employees where they are and deliver clear returns in both health and productivity as they continue to work.

Here are three practical strategies employers can adopt:

1. Flexible work and phased retirement programmes
   Introduce phased retirement options, part-time schedules and remote work flexibility for employees in their 50’s and 60’s. This allows workers to gradually reduce hours while mentoring more junior colleagues.
2. Reskilling initiatives 
   Develop age-inclusive trainings that help employees adapt to new technologies pertinent to their roles. Expand digital certification programmes and structured career pathways for late-career professionals.
3. Comprehensive well-being support
   Expand benefits to include preventative care, ergonomic workplace adjustments, and mental health resources tailored to older employees. Age-appropriate screenings, lifestyle coaching, and chronic disease management reduces absenteeism and healthcare costs while boosting engagement.

Employers who embrace these strategies will see measurable returns: lower attrition, higher productivity, and stronger brand reputation as an age-inclusive workplace. In an era where careers span 40+ years, longevity-focused policies are not a perk, they’re essential.

Preventative Care is a Strategic Imperative

Preventative care is more than an employee benefit - it’s foundational to supporting an ageing workforce in a globally competitive environment. Employers who invest early in health, prevention, and vitality are more likely to build workforces that are resilient, productive, and loyal over the long haul.

For HR and benefits leaders, the case is clear: early action strengthens both employee well-being and business resilience.

Recommended Read

For more insights on how health and well-being are shaping the global workforce, explore the Cigna Healthcare Vitality Study – Globally Mobile Edition (2024). The study examines the unique challenges and opportunities facing internationally mobile employees - and why proactive health strategies are critical to building resilience worldwide.

Sources

1. WHO - Ageing: Global population (2025)
2. WHO - World health statistics report 2025 (2025)
3. HAA - How To Harness the Power of Longevity at Work (2024)
4. SCMP- Life expectancy for Hong Kong women hits record, while men also get a lift | South China Morning Post. (2025)
5. Office for National Statistics - National life tables – life expectancy in the UK - Office for National Statistics. (2025)
6.  Eurostat - Mortality and life expectancy statistics - Statistics Explained.  (2025)
7. Blue Zones - Blue Zones Institute: Research Evidence - Blue Zones. (2025)
8. OECD - Pensions at a Glance 2023. (2023)
9. Trading Economics - Japan Retirement Age. (2025)
10. Trading Economics - Hong Kong Retirement Age (2025)
11. Euronews - Europe’s rising retirement ages: One country leads-which will follow? (2025)
12. NCH Stats - The Average Age of Retirement in the United States 2025 - What You Need to Know - North American Community Hub (2025)