
Prejudice 1: Older employees are expensive
Let’s talk about money first: Yes, older employees tend to earn more on average than their younger colleagues – because they bring years of professional experience and therefore command a higher base salary. But the gap is not nearly as large as some believe: According to the 2022 Swiss Earnings Structure Survey conducted by the Federal Statistical Office, the median monthly salary difference between 30 to 49-year-olds and the "50 plus" group is just 511 francs. Statistically speaking, significant salary increases tend to occur earlier in a career – after age 50, salaries typically stabilize.
Social security costs are another factor. Older employees do incur higher expenses in this regard, as pension fund retirement credits increase in steps.
For instance, the additional cost for a 55-year-old compared to a 45-year-old is 3 percent. However, the actual burden on the employer is lower, since they usually only cover half of the costs. In addition, there is also a coordination deduction. For example, with the Swiss median salary of 6,788 francs, this means the real difference comes down to just 68.75 francs per month.
The facts: Differences between the sexes outweigh differences between age groups
Are older employees more expensive? Slightly. But they also tend to be more loyal and can draw on a wealth of experience. Long-serving employees in particular often have an enormous amount of knowledge. This knowledge is not limited to specialist aspects of their role; it also includes insights into the interrelationships within the company. That kind of understanding can be extremely valuable. By contrast, the higher turnover of younger employees brings both direct and indirect costs. In addition, the difference between the sexes – across all professions – is more significant. Even for women over 50, the median salary is still 359 francs lower than that of men aged between 30 and 49. Of course, no one would suggest employing only women just because they statistically cost less.
Labor costs
Tips for employers
Do you feel the balance between an employee’s salary and performance is no longer right for an employee or two? Before assuming it’s an age issue, consider whether routine might be the real cause. Perhaps the employee needs an engaging new project. Or they no longer want to take on the stress of a management role and would be happy to switch to the role of a specialist. Or your employee would like to work 80 or 60 percent of full-time hours for the next few years until retirement and finds new motivation thanks to their additional free time. Together, you can come up with individual solutions that are right for both parties.
Tips for employees
Has your salary risen steadily over the past 30 years? This also creates certain expectations on the part of your employer. So think about how you could increase your own market value, such as in the area of continuing education. Offer to train or coach younger employees in specific areas. This not only benefits the company, but also enhances your own reputation, enabling you to demonstrate that you are worth your salary.
Prejudice 2: Older people are less resilient
Are older workers off sick more often? According to data from the Federal Statistical Office for 2023, the absence rate for employees aged 55 and over is actually above average: 4.1 percent compared to 3.4. However, age is just one of several factors. Gender, nationality, industry, company size, and hierarchy level also play a significant role.
The facts: Age is just one of many factors behind sick leave
If the number of days of absence is considered an indicator of resilience, then older employees are indeed sick more often on average. So this prejudice contains a kernel of truth. But resilience also has other dimensions: Thanks to their greater life experience, older people often remain calmer in crisis situations because they have already overcome many challenges. And factors like personal circumstances and physical fitness also matter just as much as age. A physically fit 58-year-old who bikes to work every morning is presumably less likely to catch a cold than an exhausted young father who is regularly exposed to viruses going around in preschool.
Resilience
Tips for employers
With professional corporate health management, you can significantly reduce absences. This is particularly worthwhile when it comes to older employees. Actively promote their health – prioritize workplace ergonomics, pay close attention to industry-specific strain patterns, and above all: Show appreciation for your older employees. After all, people who enjoy their job are healthier – both mentally and physically.
Tips for employees
Stay fit through regular exercise and a healthy diet. No one is immune to life’s setbacks, but many illnesses can be prevented, or at least delayed, by adopting a healthy lifestyle. In addition, a healthy body recovers more quickly from infections than an unhealthy one. The same goes for mental health. So, stay up to date with what’s happening in your industry and keep track of major trends. This allows you to contribute meaningfully to discussions and demonstrates that you’re anything but “old hat.”
Prejudice 3: Older people are overly resistant to change
Everyone knows or has known an older colleague who says, whenever something new is introduced, "Forget it. We tried that 20 years ago and it didn’t work then, so it won’t work now." It can be frustrating to hear such comments, but they may be worth listening to. The counterpart to these so-called inflexible older workers is the young, dynamic university graduate who "knows everything", but unfortunately only in theory. Older employees can be worth their weight in gold, especially when it comes to change and project work. Their wealth of experience often enables them to foresee potential stumbling blocks and avoid risks. This only works, however, if both employer and employee approach change with a positive mindset.
The facts: Diverse perspectives bring added value
The alleged lack of flexibility among older employees is often a matter of perspective. After all, 55-year-olds have different life experiences and are at a different stage in life than 25-year-old managers. It should not be underestimated that older employees, with their concerns, sense of nostalgia, and reflective mindset, represent the feelings of an increasingly large group of customers in the same age range. For this reason, among others, they should be taken seriously. You may come across extremely curious and open-minded 63-year-olds, or encounter jaded apprenticeship graduates: Ultimately, flexibility is not a question of age, but of individual attitude.
Development
Tips for employers
Have the courage to value the perspective of older employees – even if it feels unfamiliar. Mixed-aged teams can be formed to ideally combine the fresh ideas of younger employees with the experience of older ones, stimulating interesting discussions. If employees seem burnt out and disillusioned, you should seek a conversation – this applies across all age groups. In many cases, a negative attitude stems from the feeling of no longer being taken seriously. Reward long-standing employees with training opportunities or a special lunch, for example, and clearly communicate it as a gesture of appreciation for their contributions.
Tips for employees
The world is changing faster than ever – that’s a simple fact. Don’t resist the flow. Whether breaststroke, crawl or butterfly, just let the current carry you. That way, you won’t fall into the role of the eternal skeptic. You don’t need to open a Snapchat account, but you can let an apprentice show you how social networks work. Learn about new technologies and working methods. Amaze your colleagues by spotting an industry trend before anyone else. Attend trade shows and presentations. Every time you engage in such activities, you send the message: "Yes, I’m retiring in a few years. But until then... I’m all-in." At the same time, you can also confidently represent the perspective of your generation. In doing so, you reflect the needs and thoughts of a growing segment of the customer base.