Fewer than half of workers over 55 feel their current job offers good skills development, while nearly three-quarters of 18–24 year olds say the same. That gap matters more than ever when 60% of older workers now plan to stay on the job past 66, up from 48% a decade ago. Without training, the people who need to work longest are the ones least likely to get the skills to keep earning.
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This article is general information only and does not constitute professional advice. For your specific situation, consult a qualified professional.
Add in the rapid shift from AI and automation, and the picture sharpens. Nearly a third of all UK jobs are exposed to AI and likely to change significantly, with two million roles potentially displaced by 2035. Older workers, who already face fewer training opportunities, are disproportionately exposed to these shifts. The same CIPD research that flags these risks also shows that around 37% of over-55s believe they have skills applicable to a more demanding role. The ability to earn and save for retirement depends on closing that gap. If you’re approaching later life and wondering how to keep your career moving, retirement planning for millennials often gets the attention, but the reskilling challenge hits older workers hardest. Here’s what you actually need to know.
The term reskilling gets thrown around a lot, so here’s what it actually means in this context.
What I tend to notice is that people in their 50s and early 60s underestimate how much their existing experience counts. Phased retirement options can help bridge the gap, but the core issue is that training budgets have been shrinking while the need for new skills has been accelerating.
What the Training Data Actually Shows for Over-55s
The disparity isn’t just about who gets trained — it’s about who can afford to be left behind. UK employers spent £4,095 per trainee in 2011. By 2022 that figure had dropped to £2,971, a 27% decline according to CIPD research. Public spending on adult learning fell by 31% in real terms over roughly the same period. When the overall pot shrinks, older workers — who already get fewer training opportunities — feel the squeeze most.
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| Metric | Over-55s | All workers | 18–24 year olds |
|---|---|---|---|
| Feel role offers good skills development | 47% | — | 73% |
| See good career advancement prospects | 24% | 39% | 59% |
| Have skills for a more demanding role | 37% | — | — |
Look at what those numbers mean for a real person. A 58-year-old earning £35,000 who misses out on training and gets pushed into early retirement loses roughly four years of potential earnings. If reskilling could extend their career by the 4.2 years the research shows, that’s an extra £147,000 in gross income over that period — not counting pension contributions or the compounding effect of delaying when you start drawing down your pot. The average reskilling investment per older worker runs around $3,200. The return on that outlay is substantial.
Around 35% of older learners report digital literacy gaps when taking online courses, which is a barrier but also a sign that the demand is there. Online course participation among workers aged 55 and over jumped by 150% between 2020 and 2023. People are finding their own way to learn, even when employers aren’t providing the pathway.
Where the System Fails Older Workers
Assuming Training Is for Younger Staff
Only 22% of employers have formal reskilling pathways for workers over 55, according to the research. This isn’t malice — it’s inertia. Training budgets are often earmarked for “future leaders” or new hires, which skews younger. The mechanical consequence is that an experienced worker whose role shifts due to automation or the green transition has no structured way to move into a new position within the same company. The fix is to ask directly: most HR departments have a learning and development budget that goes underspent. Requesting a mid-career review or a skills assessment can surface options that aren’t advertised.
Overlooking Transferable Skills
Around 37% of older workers say they have skills applicable to a more demanding role, yet few make the case internally. Employers may not see it either. The result is that people stay in roles that are below their capability, earning less than they could, for years. My first move would be to write down what you actually do — not your job title, but the problems you solve, the systems you use, the people you manage. Then compare that to job descriptions for roles one or two levels up. The gap is often smaller than you think.
Cost and Time Barriers That Go Unchallenged
45% of older workers say high costs and time commitments prevent them from enrolling in training. That’s a real obstacle, but it’s worth checking whether your employer offers tuition assistance or a training budget before ruling it out. Many do, even if they don’t advertise it. Financial advisors can help you weigh the short-term cost against the long-term income gain, but the basic math is clear: a 20% median salary increase within 18 months covers the investment quickly.
Digital Literacy as a Wall, Not a Speed Bump
35% of older learners report digital literacy gaps in online courses. The mistake is treating this as a permanent barrier rather than a solvable one. Most platforms — Coursera, edX, Udemy — offer beginner-level tech orientation before the actual course starts. The 150% surge in online course participation among over-55s since 2020 suggests that once people start, they keep going. The real cost is not starting.
- Check if your employer has a formal reskilling or tuition assistance programme
- Request a mid-career review or skills assessment from HR
- Write down your actual responsibilities and compare to roles one level up
- Identify one online course relevant to your field and audit the first module
- Check your NI record and pension projections to see how much longer you need to work
Building a Late-Career Skills Plan That Works
Start With a Skills Audit, Not a Job Search
Before you look at courses, look at what you already do. The CIPD research found that 37% of older workers have skills applicable to a more demanding role, but most haven’t documented them. A skills audit means listing every tool, process, regulation, and type of problem you handle. Match that against job postings for roles you’d consider. The gap between what you know and what’s needed is usually narrower than people assume. If you’re unsure where to start, a business lawyer can help review employment contracts or discuss any restrictive covenants that might affect a role change within your industry.
Choose the Right Training Pathway
Not all training is equal. The research shows that workers who reskill see a 20% median salary increase within 18 months, but that return depends on choosing a pathway with real demand. The CIPD identifies three megatrends driving job change: AI and automation, the net zero transition, and demographic shifts. Training in data analysis, digital literacy, project management, and healthcare support consistently shows high returns. Online course participation among over-55s has risen 150% since 2020, and platforms like Coursera, edX, and Udacity offer modular certificates that can be stacked into a qualification. Refiring later in life often starts with a single certificate.
Use Employer Resources Before Spending Your Own Money
Only 22% of employers have formal reskilling pathways for older workers, but many have informal training budgets that go unused. Ask your line manager or HR department about learning and development allowances, tuition assistance, or paid educational leave. The CIPD’s recommendations include micro-credentials, modular pathways, and training vouchers — some of these are already available in larger organisations. If your employer says no, check whether local workforce development boards or national skills funds cover the training you want. The average reskilling investment per older worker is $3,200, but employer-funded training reduces that to zero.
Future-Proofing Against the Green and AI Transitions
By 2035, UK employment is projected to grow by 7.4%, with high-skill occupations seeing the greatest expansion. Replacement demand will create 17.5 million job openings. Yet 6.3 million workers will see their jobs change due to the net zero transition alone, and two million roles could be displaced by AI. These aren’t distant scenarios — they’re already reshaping hiring. The workers who will benefit are those who start reskilling before their role is disrupted, not after. The 80% of older workers who complete reskilling programmes report increased job satisfaction, and 65% transition to new roles within their current company. Companies with multigenerational teams also report 15% higher innovation scores, which means employers have a financial incentive to keep experienced staff.
Frequently Asked Questions About Reskilling Later in Life
I’m 58. Is it too late to retrain for a new career? ▾
Will reskilling affect my State Pension or other benefits? ▾
What if my employer won’t pay for training? ▾
Which skills are most in demand for older workers? ▾
How do I know if my current skills are transferable? ▾
What happens if I can’t afford the time or cost of training? ▾
The Cost of Waiting Is Rising
The CIPD report is clear: the UK is entering a reskilling era where lifelong learning shifts from a luxury to a necessity. Training budgets have been falling for a decade, yet the pace of job change from AI and the green transition is accelerating. For older workers, the financial consequence of inaction is not just a missed promotion — it’s a shorter career, a smaller pension pot, and a less secure retirement. The 150% increase in online course participation among over-55s shows that people are already moving. The question is whether you start now or wait until your role is the one being displaced.
Remember: this article is general information only. For advice on your specific situation, speak to a qualified professional.
If this was useful, you might also want to read Is part-time work the secret to a fulfilling retirement in the UK?
Sources and Further Reading
Is phased retirement the answer to a smoother transition? — Explores how stepping down gradually rather than stopping work entirely can protect income and wellbeing.
Don’t just retire, refire: unleashing your potential in later life — Looks at how staying active and engaged after 60 changes retirement outcomes.
CIPD (2025). Lifelong learning in the reskilling era: From luxury to necessity. 🔗
CIPD (2025). New reskilling era needed to boost lifelong learning for older workers. 🔗
