A Global Shift: Older Workers Reimagining Work 

In the UK, nearly half of all apprenticeships in 2023/24 were started by people aged 25 and over. Degree-level apprenticeships have grown rapidly, particularly among older learners, as industries respond to a changing workforce and the growing need for lifelong learning. 

This isn’t unique to Britain. In Germany, Austria, and Switzerland, older-age apprenticeships have long been part of the vocational landscape, supporting older adults in transitioning to new careers or updating their skillsets. The United States is also seeing an increase in apprenticeships in sectors like healthcare and tech, while in Australia, government incentives are actively encouraging employers to hire apprentices aged 45 and over. 

These international trends reflect a new reality: career changes are no longer confined to our twenties, thirties, fifties, or even sixties. As our lifespans extend into the 90s and beyond, the old model of education-work-retirement no longer applies. 

Why Now? 

For many, the decision to re-enter the workforce is driven by necessity. Research from Legal & General in 2024 shows that 2.8 million people in the UK over 50 (11%) have returned to work after retirement. While a third (37%) cite the need for a greater income, it’s not just about the money — 62% want to stay mentally active, and 32% are seeking a renewed sense of purpose. For individuals like Linda, an apprenticeship offers not just a job, but purpose, confidence, and community. 

“There’s this idea that older people can’t learn new things, but that’s simply not true,” Linda says. “We’ve got experience, life skills, and now we’re learning new ones too.” 

This shift reflects a broader, global trend. By 2030, older workers (55 and above) are expected to fill 150 million more jobs worldwide. In high-income countries, they will make up more than 25% of the workforce. For example, in Japan, workers aged 55 and older will account for nearly 40% of the workforce by the end of the decade. 

The Innovation Opportunity 

Employers are beginning to see the business case for age-inclusive hiring. Barclays’ Bolder Apprenticeship Scheme, which supports people aged 24–65 (especially the long-term unemployed), increased its share of older apprentices from 4% to 20%. Participants gain confidence, retrain, and contribute to a more diverse and resilient workforce. 

Amazon, the National Trust, and Whitbread have also adopted ‘ageless’ apprenticeship programs. Whitbread’s “pension-ships”— named to flip stereotypes— highlight how older workers enrich teams with life experience and emotional intelligence. “There should be no barriers to entry or ambition,” says Sandra Kelly, Head of Education at Whitbread. “That includes age.” 

Living Longer, Working Differently 

There’s another reason this movement matters. As This Curious Life recently asked: “Can you afford to live to 100?” The question isn’t just financial — it’s fundamental With lifespans extending and retirement funds stretched thin, more people are rethinking what they want the next 30 or 40 years to look like. 

Instead of slowing down, many are shifting gears — seeking purpose, stimulation, and the kind of social connection work can bring. Apprenticeships provide that bridge: an on-ramp to new careers, skills, and communities at any age. 

This isn’t just a workforce trend — it’s a cultural shift. The “100-Year Life” isn’t science fiction anymore. It’s already here. 

Looking Ahead 

The evidence is clear: older apprenticeships improve retention, boost productivity, and foster more collaborative, multi-generational teams. Recent UK Government research shows that 76% of businesses with established apprenticeship programs see increased productivity, and 75% report better product or service quality. 

Yet, barriers remain. Over a third of 50–70-year-olds feel disadvantaged when applying for jobs due to age, according to the Centre for Ageing Better. Retraining opportunities for those over 55 are often limited. This highlights the growing need for research into the long-term benefits of older apprenticeships — including career stability, well-being, and intergenerational workplace dynamics. 

Linda Booth’s story isn’t just inspiring — it’s instructive. It raises essential questions: How can we redesign education and employment to serve a longer life? What systems do we need to support reinvention at any stage? And what could society gain if we embraced every decade of life as a chance to grow? 

One thing’s for sure: you’re never too old to start something new.