Inside the "Unretirement" Movement- Why Baby Boomers are Delaying Retirement (and How to Adapt)

Millions of Baby Boomers are redefining retirement. No longer are silver workers (those 50+) looking to spend their golden years not working. Instead, they’re working well into their seventies, either full-time, part-time, or in contractual roles.

And it’s not because they need the money- it’s because they want to keep working.

Baby Boomers grew up with a strong commitment to their jobs, often staying with a single company for 30+ years. In contrast, Millennials and Gen Z are known for job-hopping, typically staying just a few years before moving on to new opportunities. It’s no surprise that the oldest generation in the workforce has displayed loyalty much higher than their younger counterparts in our data:

But the silver surge doesn’t stop here. The next generation in line to retire is Gen X and they exhibit similar workplace loyalty patterns. As Gen X reaches their golden years, this trend of “un-retirement” is expected to grow, with many predicting it will persist well beyond 2025.

For Boomers, their drive to work goes beyond loyalty. Many find fulfillment, identity, and connection through their jobs, making retirement feel less like freedom and more like a loss. And their value to businesses is undeniable. With decades of knowledge and expertise, these workers are the backbone of many organizations, offering mentorship, problem-solving skills, and institutional memory that are difficult to replace.

How should organizations respond?

Silver workers are reshaping traditional views on retirement. By choosing to step back instead of stepping away, businesses can still access their wealth of institutional knowledge and leverage their loyalty to build engaged teams. But to do so effectively, you’ll need to acknowledge the value of older employees, set up systems that meet their needs, and partner with younger managers to reduce bias and foster inclusivity.

1. Offer flexibility to empower engagement

Flexibility isn’t just an option-it’s a powerful tool for supporting every stage of an employee’s career. For silver workers, phased retirement or part-time roles allow them to stay employed in a way that works best for them. Whether they’re shifting into consulting, freelancing, or reduced hours, empowering their choices benefits the whole organization.

And flexibility should not be limited to working arrangements - Silver workers may need extra time to take care of their grandchildren or spouses during the day. Actively listening and accommodating allows retirement-age employees to devote their full selves during their working hours.

2. Leverage mentoring as a two-way street

Silver workers are key to closing skills gaps. With the most institutional knowledge of any working group, retirement-age workers make for the perfect mentors. They also possess many desirable soft skills that younger generations lack, like leadership ability.

Aside from knowledge transfer and giving older workers a sense of purpose, reverse mentorship programs (where younger generations act as mentors to more experienced employees) can also help to close generational gaps. Mentoring allows boomers to have meaningful interactions with younger colleagues, even learning a thing or two about AI themselves in the process and seeing the organization through new eyes.

3. Break biased assumptions

Age discrimination is a real thing. This can look like assuming older workers aren‘t willing to adapt to change to expecting them to take more sick days than your average team member.

You’ll need to train managers to see past this, focusing objectively on their performance instead of their perceived problems. By collecting continuous performance data with HR tech tools you eliminate any bias in evaluating their work and put them on the same playing field as their younger colleagues.

4. Upskill to thrive together

Silver workers have been in the workforce for 30+ years. That’s over three decades of experience evolving and adapting to new job requirements. They’re ready and willing to add new skills to their toolbelts, including those surrounding modern technologies.

Using e-learning platforms for trainings is upskilling in itself for baby boomers, allowing them to get comfortable using new technologies while expanding their skillsets. A gamified approach appeals to their competitive side- just don’t forget to recognize their achievements for maximum engagement.

Has your organization seen the unretirement movement first-hand? Let us know what strategies have worked for you in the comments!

This article is an excerpt from our newest e-book: HR Trends 2025: Insights and Strategies for HR and Business Leaders. Download your free copy now to discover nine more HR trends all companies need to plan for this year to future-proof their organization as well as data-backed strategies to thrive with these changes.

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Cheers to a successful 2025 for all!