NHS Employers states that there is clear evidence that both staff turnover and absenteeism are reduced and that motivation and commitment are improved in organisations employing people of all ages. In particular, as a result of the NHS Employers age diversity work programme, 78% of NHS organisations had workforce policies for age in place in 2007, either as part of wider equal opportunities policies or specifically on age diversity.
NHS Employers knows that the NHS is working hard to address the issue of age discrimination and has a key role in highlighting good practice case studies among NHS organisations. One good practice case study is Sheffield PCT.NHS Employer resources include information on the business case for utilizing older workers and anonymised examples of good practice in the NHS.
Chris Stocks, Head of Human Resources, Sheffield PCT, said:
"After we'd fully assessed the legislation, the Board - fully supported by the trade unions - agreed to do away with the default retirement age of 65 and give employees the choice of working longer if they so wanted.
"We then wrote out to staff and briefed managers on the reasons and practical implications. The move has been well received by staff."
Source: NHS Employers Press Release (February 10, 2009)