Workplace interventions and their efficacy

Find summaries of research on how best to support older workers to stay at work.

At the moment there is still limited research into how we can support older workers to stay at work. However, we know it's important to keep a safe and healthy working environment for all workers—which includes older workers.

Training

Three intervention studies have assessed the impact of giving additional training to older workers.

Office-based training

One study compared three groups of workers.

• The first group did did ergonomics training and then made workstation adjustments.
• The second group adopted improved postures from photo-based training.
• The third group was a control group.

The only sustained postural improvement at the office at six weeks was seen in the photo-based training group.

Urban transport drivers

Another study looked at ergonomics and health training for urban transport drivers.

The intervention included physical exercise and skills training, and an assessment of work ability.

The study found these interventions increased the workers' work ability—their individual ability to meet the physical and mental demands of their job—and improved health outcomes.

Food industry

A third study, based in the food industry, created tailored programmes to promote work ability and workplace health promotion.

The study group was made up of workers aged over 55 years. Participants were interviewed about their current ability to do their job. Immediate supervisors, human resources, and the occupational health team were also asked to participate in identifying any changes to the workplace.

Participants were removed from shift and night work, and given a holiday bonus of 15 days leave. If additional training needs were identified, this training was given to the individual worker.

The study found that, with these changes, participants stayed at work longer and did not leave before retirement age. The study highlights the importance of taking an age management approach to identifying at-risk individuals, making the appropriate workplace changes, and the value of continuous training through working life.

Work scheduling

Shift work and night work are associated with a number of longer-term health impacts including cancer. Research to examine the impact of changing work schedules found that by using a fast-forward rotating shift system, sleep duration was extended for older workers.

A second study found that adding more days off after a night shift, as well as a forward rotating shift system, had a positive impact in reducing fatigue and musculoskeletal problems.

Training managers

Another study evaluated the education and training of managers.

A one-year training programme was developed that covered policy reviews, interviews, seminars, support, and mentorship for managers in public service.

The study showed that managers who were equipped with knowledge about age and work ability had the skills required to assess the needs of older workers and better support them in the workplace.

Stress at work

One systematic review that included ten papers, identified that interventions to reduce stress at work had some impact in the shorter term.

The review found that for studies that measured cortisol— a hormone produced as part of our stress response—there was no impact from the interventions.

For those studies that used a validated self-report survey, a positive impact was found for psychological interventions. Psychological interventions included mindfulness, cognitive behavioural therapy, or stress management techniques.  A positive result was also found where the intervention included health education alongside a psychological intervention.

It should be noted that the majority of the reported studies were evaluated after 4 and 6 weeks, so the longer-term impact of such changes has not been assessed.

Increasing physical activity and exercise

A large amount of research has been carried out to look at how increasing physical activity and exercise in leisure time may support older worker.

The results have been inconclusive as to any impact on aerobic capacity and mental health, but there are positive impacts in relation to sports participation and eating fruit.

While we know maintaining a healthy lifestyle does support successful ageing and can mitigate against ill-health, the research evidence is limited at the moment in relation to the workplace.

Updating human resource and recruitment processes

It is not only the workplace that can be a risk to older workers but also recruitment processes. These process can be a barrier to gaining employment as an older worker.

It is important to ensure that recruitment does not focus on age but focuses on skills. Taking this approach will ensure fairness in the recruitment process.

For those older workers already employed, employers should make sure that these workers have the same access to training opportunities as younger employees. Everyone’s skills at work need updating at different times.