Survey: Over-50s Prioritise Purpose Over Pay in School Support Roles

Un-retiring with purpose

Almost half of the people we surveyed had returned to work after retiring. Not because they had to, but because they wanted to. They told us they were looking for structure, purpose, and the opportunity to use their skills in meaningful ways — and found it in schools.

Top motivations for working beyond 50 included:

What does this mean for schools?

Schools are under pressure to find reliable, skilled support staff, often at short notice, and increasingly with fewer people applying for these essential roles.

This report is a timely reminder that the over-50s workforce represents a powerful, and often overlooked, opportunity. Many people in this age group bring:

Why age-inclusive hiring matters

The UK continues to face persistent skills shortages across essential sectors, from education to maintenance and support services. As employers look for sustainable recruitment solutions, there is a growing recognition that people over 50 represent an undervalued talent pool. Many in this age group are not only willing to work but are motivated by factors that align closely with what workplaces need: reliability, life experience, practical skills, and a desire to contribute meaningfully.

Our research highlights that fulfilment, structure, and staying mentally and physically active are key reasons why older workers remain in, or return to, employment. These motivations make them especially well-suited to roles in schools and other community-based settings, where human connection and initiative are essential.

Yet despite the value of the over-50s workforce, age discrimination remains a real barrier in the job market. Several survey respondents shared stories of being dismissed or doubted because of their age. One remarked on his experience:

Rest Less, a digital community, platform and advocate tailored to people in their 50s and above, commented on the findings: "Midlife is a time of great transition, which can simultaneously feel both intimidating - like the sands are shifting under your feet – and also exciting, with a unique opportunity to try something new and broaden horizons with less risk.

"At Rest Less we see many of our members in their 50s and 60s coming to us looking for a change or a new challenge.   Flexibility and purpose in their work becomes increasingly important at this stage in life and time and again we see people prioritising this over pure financial reward. This is why workers over the age of 50 now make up 40% of all part-time workers and nearly 1 in 2 of all self-employed individuals.

"From an employer perspective, these different dynamics can often result in a happier, more motivated workforce – with employees who are more likely to stay in role for longer and provide much needed organizational stability." 

With longer working lives becoming the norm, creating an age-inclusive hiring culture is more than a legal necessity - it’s a huge opportunity. Schools that embrace the strengths and adaptability of older workers will be better placed to build stable, skilled, and committed teams.

The TIB approach: people first

Over 90% of the people we surveyed said that working with TIB had had a positive impact on their working life. The key reasons they listed were:

We’re proud to be a Rest Less Age Inclusive Employer, and to have been named Recruitment Agency of the Year (10–19 employees) at the Recruiter Awards 2024 for putting people over profits. We have also been shortlisted for Best Public/Third Sector Recruitment Agency at this year's awards. We’re here to help schools find site staff who not only get the job done, but bring reliability, calm, and care to your school community.