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Managing older worker exit and re-entry practices: A `revolving door'?

Griffith University, Queensland, Australia, k.shacklock{at}griffith.edu.au

Liz Fulop

Griffith University, Queensland, Australia

Linda Hort

Australian National University, ACT, Australia

This paper reports findings from an Australian study about the post-employment experiences of older persons who had left the full-time workforce (either voluntarily or involuntarily). It examines their perceptions about seeking re-employment in terms of their desires to remain in or return to work, and what employment conditions might entice them to remain in or return to work, including how organisations might help or hinder such re-entry to the workforce. A qualitative approach using exploratory semi-structured interviews was chosen to explore this relatively underresearched area. Participants from a mix of employment histories, industries, occupational categories and ages (but all over 45 years of age) formed the sample.

A key finding of the study was the lack of planning on the part of employers to consider these older workers as a potential future pool of employees. The study points to some important lessons for the management of older workers to meet the predicted looming labour shortage in Australia.

Key Words: ageing workforce • Australia • extended working lives • human resource management • older workers

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