Applications to FDM Group’s Returners Programme have surged by over a third in the past year, as senior professionals over 50 increasingly seek to re-enter the workforce. Despite this demand, persistent ageism bias continues to block opportunities for older workers.

Currently, around 750,000 individuals aged 50 to 64 are either actively seeking work or are inactive but willing to work, according to GOV.UK data. Senior professionals who had taken career breaks for personal reasons are now looking to re-enter the workforce to regain financial stability and long-term career growth.  

Notably, over 10 million people aged 50 and above are currently in employment in the UK, representing about 33% of the workforce. Within this group, 3.6 million older people work part-time, a record high and 12% up since 2021. This demonstrates that many senior professionals are actively seeking flexible ways to remain economically engaged.

Returning to work after a career break brings its own set of hurdles. Many senior professionals face the persistent problem of age bias, which can quietly limit opportunities for retraining or progression.

Employers may wrongly assume that older candidates are less adaptable, less tech-savvy, or less motivated to develop new skills. At the same time, the pace at which technology changes can make even a short break feel like a daunting gap to overcome especially in today’s cost of living climate. 

Tech roles stand out due to their high demand, competitive salaries, and opportunities for professional development. Senior professionals increasingly see tech as an industry where their existing skills can be applied effectively. For employers, this represents both a challenge and an opportunity. To remain competitive, organisations must adapt their recruitment strategies to attract, support, and retain experienced talent. 

Rod Flavell, CEO at FDM Group, commented: “The scale of untapped senior talent is detrimental to UK growth, leaving senior professionals with extended spells out of the labour market, and skills gaps that are hard to bridge due to rapidly evolving technology and working norms.

From what we’re seeing in the market, these experienced staff are significantly underutilised, especially during a period where businesses are crying out for skills in fast growing areas such as AI.”

He added: “The increase in applications from over-50s to our Returners Programme demonstrates a strong appetite to re-enter the workforce, but that must be aligned with the training in the skillsets that businesses need most. 

Our latest research found that over half of organisations are only just beginning to explore AI adoption, while 32% highlight skills shortages as a key barrier to hiring.

If given access to the right upskilling pathways in areas such AI, and inclusive hiring processes, over-50s are exceptionally well placed to help plug these gaps and strengthen the UK’s workforce both now, and for the future.”