The Government’s initiative to encourage the over 50s to return to work and help us rebuild the economy fails to incentivise business leaders to attract, retain and value this age group.

Like so many half measures, it will fall at the first hurdle without proper investment and taking steps to address ageism, which has been endemic in UK businesses for decades.

‘Returner’ schemes send the message that experience has value but will only succeed if attitudes to the over 50s fundamentally change.

Employers need to see beyond the outdated stereotypes of what older workers have to offer – technical skills, soft skills and maturity should be viewed as key assets, not liabilities.

Older workers tend to be the most expensive to employ and are a target any time there is pressure to restructure to improve profit margins and keep stakeholders happy, especially at a time of economic turmoil.

Over 50s are often seen as less technology literate so can be rightly or wrongly perceived as less productive.

Any measures to attract over 50s need to reflect what motivated them to leave work in the first place – perhaps it was a re-evaluation of their life priorities during the pandemic, a feeling their employer no longer valued their experience and only saw them as a cost line on the balance sheet, or something else.

It is only by developing an understanding of what motivates the over 50s, that the right balance of measures can be created.

Carrots for older workers have to be supported by incentives such as tax breaks for employers, to break down bias and financially motivate them to view their 50+ workers through a different lens and treat them as the valuable assets they are.