The way we work has fundamentally changed, and for good reason. Flexible working arrangements — remote days, adjusted hours, compressed weeks, job sharing — have gone from a pandemic-era necessity to a permanent expectation. But for workers in their 50s and 60s, flexibility isn’t just a perk. It can be the difference between staying in fulfilling employment and being pushed out prematurely.
In Ireland, where workforce participation among over-55s continues to rise, getting flexible working right isn’t just good for employees. It’s good business sense.
TLDR
Ireland’s Work Life Balance Act 2023 gives employees with caring responsibilities and parents of young children the right to request flexible working. While this doesn’t yet cover all older workers, the broader cultural shift towards flexibility benefits everyone. Employers who embrace flexible arrangements for their experienced staff retain institutional knowledge, reduce absenteeism, and build more resilient teams. Here’s how to make it work in practice.
What Irish Law Actually Says
The Work Life Balance and Miscellaneous Provisions Act 2023 introduced a statutory right to request flexible working for specific groups — primarily parents of children under 12 and employees with caring responsibilities. This is significant because many workers in their 50s and 60s are juggling employment with caring for ageing parents, a spouse, or grandchildren.
Under the Act, eligible employees can request changes to their working hours, working patterns, or place of work. Employers must respond within four weeks and can only refuse on reasonable business grounds. If they refuse, they must explain why.
It’s worth noting that this right to request isn’t universal yet. The EU Work-Life Balance Directive, which underpins the Irish legislation, encourages broader access, and there are ongoing discussions about extending the right to all employees regardless of caring status. For now, though, if you’re caring for a parent or family member — as many people in their 50s and 60s are — you have a legal footing to start the conversation.
Why Flexibility Matters More as We Age
Let’s be honest about what happens as we move through our careers. Bodies change. Energy patterns shift. Health considerations become more present. None of this means reduced capability — research from TILDA (The Irish Longitudinal Study on Ageing) consistently shows that older workers bring reliability, problem-solving skills, and emotional intelligence that their younger colleagues are still developing.
But the rigid nine-to-five, five-days-in-the-office model was designed for a workforce that looked very different. Flexible working acknowledges that productivity isn’t about hours in a chair. It’s about output, contribution, and results.
Common scenarios where flexibility transforms the working experience for older employees include:
- Managing health appointments — routine check-ups, physiotherapy, or managing chronic conditions without burning through annual leave
- Caring responsibilities — whether for grandchildren, a partner, or ageing parents, caring rarely follows a neat schedule
- Energy management — some people are sharper at 7am, others at 10am. Flexible hours let people work when they’re at their best
- Gradual retirement — moving from full-time to part-time over months or years, rather than the abrupt cliff edge of a retirement date
- Commute reduction — a two-hour daily commute takes a different toll at 60 than it does at 30
The Business Case for Employers
If the human argument isn’t enough, the numbers are persuasive. Ireland is facing well-documented skills shortages across multiple sectors. Pushing experienced workers out of the workforce — or making conditions so inflexible they choose to leave — is a luxury no employer can afford.
According to CSO data, labour force participation among 55-64 year olds in Ireland has been steadily increasing, reaching over 65% in recent years. These aren’t people counting down the days. They’re professionals with decades of expertise, client relationships, and institutional knowledge that walks out the door when they do.
The retention equation is straightforward: offering a three-day week or remote Fridays to a senior engineer or experienced project manager costs far less than recruiting and training their replacement. Factor in the 6-12 months it typically takes a new hire to reach full productivity, and flexible arrangements for experienced staff look like one of the smartest investments an employer can make.
Practical Approaches That Work
Phased Retirement
Rather than a hard stop, phased retirement allows employees to gradually reduce their hours over an agreed period — perhaps moving from five days to four, then three, over a year or two. This gives the employer time to plan knowledge transfer and succession, and gives the employee a gentler transition into retirement.
Some Irish employers are already doing this well. The public sector has provisions for phased retirement through the work-sharing scheme, and progressive private employers are following suit.
Hybrid and Remote Working
The Workplace Relations Commission’s Code of Practice on the Right to Request Remote Working provides a framework for these conversations. For older workers, remote working can eliminate exhausting commutes, provide a quieter environment for focused work, and allow better management of health needs — all without any reduction in output.
Compressed Hours
Working full-time hours across four days instead of five gives employees a full weekday for appointments, caring responsibilities, or simply rest. Many organisations have found that compressed weeks actually increase productivity because employees are more focused and motivated.
Job Sharing
Two experienced part-time workers sharing a role can provide better coverage and more diverse perspectives than one full-time employee. Job sharing is particularly effective for roles requiring different skill sets or where continuity of coverage matters.
Starting the Conversation
If you’re an employee considering a flexible working request, preparation matters:
- Know your rights — check whether you qualify under the Work Life Balance Act, and familiarise yourself with your employer’s flexible working policy
- Make a proposal — don’t just say “I want flexibility.” Suggest a specific arrangement, explain how your work will be covered, and address potential concerns proactively
- Focus on outcomes — frame the conversation around maintaining or improving your output, not around personal needs (even though those needs are valid and important)
- Suggest a trial period — offering a three-month trial removes risk for the employer and gives both sides a chance to adjust
If you’re an employer, consider building flexibility into your culture rather than treating it as an exception. The most successful organisations don’t wait for individual requests — they create an environment where flexible working is normalised and supported at every level.
Resources and Support
Several Irish organisations offer guidance on flexible working and age-friendly employment:
- The Workplace Relations Commission (workplacerelations.ie) provides information on employment rights and the Code of Practice on Remote Working
- Age Action Ireland (ageaction.ie) campaigns for age-friendly workplaces and can provide employer resources
- The HSE offers occupational health guidance relevant to supporting workers with health considerations
- IBEC provides employer toolkits on flexible working arrangements
At Críonna Health, we believe that working well at every age is possible — and that flexible working is one of the most practical tools we have to make it happen. Whether you’re an employee exploring your options or an employer looking to build a more inclusive workplace, the evidence is clear: flexibility works for everyone.
