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AbstractThis article investigates how the complexity of life domains of menopause‐aged women creates a paradox of simultaneously challenging the ideal worker stereotype while being caught within it. The empirical setting of menopause at work acts to highlight how work, life, and health pressures are entangled in how women present themselves at work, through varying organizational and societal expectations of being 'fit for work'. We draw on 80 semi‐structured, life‐course interviews of women over 50 working in four occupational settings: social care, manufacturing, finance, and self‐employed. Findings are presented through three empirical vignettes, providing unique insight into how ideal worker expectations perpetuate or challenge the persistent silencing of 'being' menopausal at work, reinforced by life domain experiences relevant to mid‐life. We present a theoretical contribution to ideal worker theory by highlighting that women who redefine the ideal worker stereotype might be less vulnerable to gendered ageist workplace cultures. We provide a practical contribution for how organizations can better support this generation and future generations of mid‐life women at work.

Purpose– Against a backdrop of legislative and policy changes, this paper assesses the extent to which the over-65 age-group is moving from the margins to the mainstream of UK employment. The purpose of this paper is to fill a gap in HR research and practice which, it is argued, has paid relatively little attention to the over-65s.Design/methodology/approach– The analysis draws on three waves of the Labour Force Survey (LFS) (2001, 2008, 2014), to explore the extent to which organisational, occupational and sectoral marginalisation of the over-65s has changed in the twenty-first century.Findings– The results show that the share of 65-69 year olds working as employees doubled between 2001 and 2014, primarily because long-term established employees worked longer. Overrepresentations of lower-level "Lopaq" occupations reduced, and over-65s became more integrated across occupations and sectors.Research limitations/implications– More research is needed to understand the factors driving the steady move from the margins to the mainstream (e.g. LFS does not measure pensions), and future research on the older workforce should automatically include workers in this age-group.Practical implications– The discussion considers the implications for managerial practice, in a context of increasingly age-diverse workforces.Originality/value– This paper addresses a gap in research into later life working and also demonstrates the ways in which the nature of employment among the over-65s is changing, thereby challenging some of the assumptions about those who work into later life and how they are – or should be managed.

PurposeThe purpose of this paper is to explore the degree to which there have been changes during the recession in the behaviour of employers with regards to their employment of older workers. The paper aims to show that there has been substantial change since the last recession and that there are, potentially, significant developments still occurring.Design/methodology/approachA small group of employers from a range of sectors were interviewed twice, once at the outset of the (first) recession and once towards its end.FindingsThe situation for older workers in employment is better than in previous recessions, mainly because employers are less likely to resort to redundancies for workers of all ages. Instead, a range of flexible working options are being utilised, including flexible retirement and adjustments to work processes. In the main the flexibility was instituted and controlled by the organisations. Employers are looking for alternative strategies to deal with a shift in control over the retirement process as a result of the abolishment of the default retirement age.Research limitations/implicationsThe research was undertaken with a small sample, which has implications for the generalizability of the results. Although it would be difficult to further investigate the developments of employer behaviour during the recession, the long‐term implications and the effects of the recession, in particular on older workers, are yet to emerge.Originality/valueThe paper shows a new development in dealing with older workers during a recession.

PurposeThe purpose of this paper is to draw upon empirical research in order to demonstrate the ways in which trade unions have responded to the so‐called current UK pension crisis.Design/methodology/approachThe paper uses both theoretical approaches to neoliberalism, and empirical research in the form of interviews, to examine the contradictions between the rhetoric and reality of government policy towards, and trade union responses to, pension reform in the UK.FindingsThat trade unions have been constrained by: the fact that the labour party, which they support, has been in government but has increasingly become receptive to neoliberal economic policies; and by the broader discourse of pension reform, advanced by elites that are committed to neoliberal reforms to the British welfare state.Research limitations/implicationsThe scope of the paper is large and thus certain issues regarding the pension crisis and ideology are not covered in as much detail as would be preferred.Practical implicationsThe paper offers forward a unique critique regarding the current favoured pension policies and solutions.Originality/valueThis paper draws upon front‐line theoretical contributions and combines them with the author's interviews with leading trade union general secretaries. As such, it is a unique insight into not only the current so‐called "pensions crisis" but also the responses of trade unions, and the labour movement more broadly, to this constructed dilemma.

Against a global backdrop of population and workforce ageing, successive UK governments have encouraged people to work longer and delay retirement. Debates focus mainly on factors affecting individuals' decisions on when and how to retire. We argue that a fuller understanding of retirement can be achieved by recognizing the ways in which individuals' expectations and behaviours reflect a complicated, dynamic set of interactions between domestic environments and gender roles, often established over a long time period, and more temporally proximate factors. Using a qualitative data set, we explore how the timing, nature and meaning of retirement and retirement planning are played out in specific domestic contexts. We conclude that future research and policies surrounding retirement need to: focus on the household, not the individual; consider retirement as an often messy and disrupted process and not a discrete event; and understand that retirement may mean very different things for women and for men.

This article reports the findings from a qualitative study in Scotland, UK, which explored, in some depth, older employees' preferences and expectations regarding work and retirement. Many expected to continue working, but various barriers frustrated those expectations, especially over-rigidity in employers' approaches. The research highlighted the diversity of factors that played a part, including gender, size of employing organisation, and health. The potentially minimal impact of the forthcoming Employment Equality (Age) Regulations is explored, and a holistic approach to the employment of workers – whether younger or older – is urged.

PurposeThe purpose of this paper is to examine the significance of the work‐to‐retirement transition for academic staff from a life course perspective and the manner in which individuals have managed the transition.Design/methodology/approachIn total, 32 semi‐structured interviews were conducted with academic staff from ten Universities in England. The data are analysed using matrix analysis.FindingsMarked differences in the experience of the work‐to‐retirement transition were found and five groups are identified which characterise the significance of retirement. Clean Breakers view retirement as a welcome release from work. Opportunists and Continuing Scholars use retirement to re‐negotiate the employment relationship. The Reluctant consider retirement as a loss of a valued source of identity and the Avoiders are undecided about retirement plans.Research limitations/implicationsThe focus of the study is at the individual level. A more complete understanding of retirement decisions would encompass organisational approaches to retirement issues.Practical implicationsThere are practical implications for academics approaching retirement. Not all academics wish to continue to engage in academic work in retirement. For those who do, opportunities are predominantly available to staff with stronger social and professional capital. Continued engagement necessitates personal adaptability and tolerance to ambiguity. Staff who are planning their careers might build such factors into retirement planning.Social implicationsOrganisations need to rethink their responsibilities in managing retirement processes as they face an increasing variety of retirement expectations in the workforce. Given the unfolding de‐institutionalisation of retirement, both individuals and organisations need to re‐negotiate their respective roles.Originality/valueThe paper characterises the diversity of modes of experiencing retirement by academic staff, highlighting differences between the groups.