12 Older workers in low paid employment in Ireland: finance, fit and flexibility

Abstract

Abstract Background The demographic shift to an older population has sparked research interest on the working lives of older people. Policy awareness is generally directed towards extending working lives, primarily due to pension related fiscal concerns or evoking an active ageing paradigm. This research focuses on a previously unexplored cohort, older workers in low paid employment in Ireland; bringing together themes of ageing populations, labour market participation, earnings adequacy, and active ageing to answer the question. Why do older workers enter and remain in low paid employment? Methods A mixed-methods approach explores the characteristics and experiences of older workers in Ireland. Quantitative analysis of the Survey on Income and Living Conditions (SILC) data provides a profile of the individual, sectoral and household characteristics of low paid older workers. This data informs the qualitative sampling strategy. Semi-structured interviews, online and by phone, were conducted with 20 workers aged 50 and over in Ireland. Results The older workers interviewed indicate that financial need is a significant driver into taking up, and remaining in, low paid employment—some beyond official retirement age. Other reasons identified, broadly categorised as ‘fit and flexibility’, encompass skills, location, social drivers, and a gender dimension related to motherhood. Decisions taken earlier in the life course in relation to employment and family reverberate into older age. Findings indicate that while some older workers are ‘stuck’ in low paid employment due to an array of constraints, others choose to be there. Conclusion Understanding the reasons why older workers participate in low paid employment has important implications for policies relating to older people in general; not only in relation to labour market participation and extended working lives, but additionally in relation to a living wage income and pension inadequacy, wellbeing and social inclusion. These findings therefore are of interest not only to policy makers, but to older workers, employee representatives and employers.