Older Workers in Ireland’s Labour Market

The Winter Skills Bulletin 2025 from Solas, the state agency responsible for Further Education and Training (FET) in Ireland, provides an in-depth labour market perspective on the role, participation, and skill characteristics of older workers in Ireland. For the purposes of this report, those are workers aged between 50 and 74 years of age. It draws on data from the Central Statistics Office (CSO) and Eurostat and traces changes in employment patterns and labour force participation up to Quarter 1 2025. 

An Ageing Workforce

Much has been written about Ireland's notable demographic shift. Between April 2019 and April 2025, the population of those aged 50 to 74 grew by 18 per cent, from 1.25 million to 1.47 million. This growth reflects broader trends of an ageing labour force driven by longer life expectancy and higher participation rates among older cohorts. In early 2025, those older workers accounted for over 30 per cent of all employed persons aged between 15 and 74, a figure projected to rise even further. Ireland also ranked second across the EU for employment rates among older workers, highlighting relatively strong engagement in the labour market compared with many other European countries. 

Key Findings on Employment Patterns

Participation and Employment Rates: In Quarter 1 2025, approximately 838,800 older workers were employed, representing a 15 per cent increase compared with earlier years. However, despite rising employment, older workers still had a lower employment rate (57 per cent) compared with the national average of 68 cent for all workers aged between 15 and 74. Participation trends vary widely across age bands. For example, workers aged 50 to 54 had the highest participation rates whilst those aged 65 to 74 showed significantly lower labour market engagement, reflecting transitions into retirement and reduced activity.

Gender and Work Patterns: The report highlights that females made up 45 per cent of older workers, and their share of employment growth outpaced that of males in relative terms. Older workers were more likely to work part-time, particularly at older ages. Nearly 46 per cent of those aged 65 to 74 were in part-time roles, compared with just 24 per cent across the full 50 to 74 age group.

Education and Skills Profiles: Education levels among older workers also showed notable patterns with around 49 per cent having a third-level qualification. This share has been increasing over time. About 15 per cent of older workers had at most lower secondary education, which is higher than the national average observed for all ages. The growth in employment for older workers was particularly strong among those with higher education,  rising fastest for individuals with third-level qualifications. These patterns illustrate that while Ireland’s older workforce is diversifying in terms of skills, there remain pockets of lower educational attainment tied to older age cohorts and specific sectors.

Sectoral Distribution of Older Workers: Older workers are employed across a range of sectors. Health, industry, and wholesale & retail collectively employed over a third of older workers. Sectoral differences are also tied to age and gender, with sectors like health and education having higher female representation and industry and construction engaging more male older workers. 

Why This Matters

The Winter Skills Bulletin 2025 offers valuable insights into Ireland’s ageing workforce at a time when policymakers, employers, and educators are increasingly focused on lifelong learning, skills development, and labour market participation. It underscores opportunities as older workers contribute substantially to the economy and labour supply and challenges as participation rates among older age groups lag behind younger cohorts, especially past age 65. Educational attainment and flexible working patterns are key determinants of older workers’ continued engagement. As Ireland’s demographic profile shifts, understanding how to support older workers through training, skills development, and flexible employment opportunities will remain a priority.