A third of New Zealand’s workforce is over 50, and 85% of them say getting hired gets harder every year. Here’s what that bias is actually costing them.
For something that happens to every human on Earth, if we’re lucky, it’s shocking how biased New Zealand employers have become about age. While a third of working New Zealanders are now over 50, jobseekers say doors are closing faster than ever.
In the New Zealand Seniors Working Seniors Report, 71 per cent of respondents over 50 said ageism in the workplace is prevalent, and 30 per cent believe it has grown in the past five years. When it comes to hiring, 85 per cent believe it is increasingly difficult to land a job as they age, and 29 per cent have chosen not to apply for a role because they felt their age would count against them.
New Zealand’s Office for Seniors has warned that an ageing workforce is a predictable demographic shift the country can’t afford to ignore, and that businesses need to start treating conversations about later‑career work as strategically as inductions and performance reviews.
The Cost of Ageism In New Zealand
Evidence from a PWC report on boards shows that when companies reach an optimal mix of ages, they achieve the same profitability with stronger solvency ratios, in other words, they are less risky and more resilient at a given level of return. Age‑diverse leadership teams also draw on a broader range of skills, life stages and networks, which supports better strategic decisions and innovation.
When organisations effectively cap careers in midlife or cluster decision‑making in one generation, they shrink their available talent pool, weaken institutional memory and narrow their understanding of customers.
That same PCW report showed that companies shows that missing optimal age diversity leaves billions in potential value on the table, a warning sign for New Zealand businesses competing in a tight labour market.
The Last “Acceptable” Prejudice in Employee Experience?
The American Psychological Association has called ageism “one of the last socially acceptable prejudices”, and New Zealand’s Office for Seniors defines it as stereotypes, prejudice and discrimination based on age. In practice, this often means older candidates are seen as less energetic and less adaptable, especially when it comes to AI and new tech, while younger candidates are presumed to be more malleable.
The employee‑experience impact is significant. When people believe they are being judged for their birth date, not their contribution, they are more likely to feel undervalued, withdraw discretionary effort, and disengage from development opportunities. Great Place To Work data across New Zealand shows that where people of any age range don’t see fair treatment, psychological safety scores fall sharply, and with them retention and customer experience.
High Trust Employers Rethinking Hiring Practices
Some organisations and agencies are beginning to tackle the issue head‑on. Great Place To Work® data on New Zealand’s Best Workplaces™ shows a genuinely multi‑generational workforce, with strong representation of late‑career employees. It also indicates that comfort with technology change remains high among workers over 55, challenging assumptions that older employees cannot adapt to AI and new systems.
Age‑inclusive cultures are not just fairer, they’re also usually more competitive. Our Great Place To Work research shows that in high‑trust, inclusive workplaces, people at all ages report stronger intent to stay, higher advocacy and better customer outcomes. The real test is whether leaders are willing to treat age inclusion the same way they now treat gender or cultural inclusion – as a strategic business issue.
The way great companies safeguard hiring practices against ageism:
- Remove age signals from hiring processes where possible, and train hiring managers to question assumptions about energy, long‑term fit and salary expectations.
- Design career pathways and development offers that speak to late‑career growth as much as early‑career acceleration, including re‑entry and transition programs.
- Build flexible work and wellbeing policies that recognise the realities of later‑life work, such as rising health costs, without defaulting to pushing people out.
- Measure trust and inclusion across age groups in their engagement data, and treat gaps as seriously as gender or ethnicity gaps.
- Create pathways for older workers, such as phased retirement, project‑based roles or senior expert pools, that allow them to transfer knowledge, coach others and contribute without being locked into traditional full‑time roles.
Age should be seen as an asset. Age‑diverse teams are statistically more productive, innovative, and even yield higher financial returns. Yet local employers are effectively shrinking their talent pool and re‑creating skills shortages by sidelining experienced workers. It’s up to New Zealand HR leaders to foster a job market that values diversity in experience, knowledge, and perspective.
FAQs: Ageism in New Zealand
Is age discrimination in hiring illegal in New Zealand?
Yes. Under New Zealand law, it is unlawful to discriminate in employment (including recruitment and advertising) on the grounds of age for anyone 16 or older. Employers cannot refuse roles, promotions or training, or set conditions, just because of a candidate’s or employee’s age.
Can a job ad ask for a recent graduate candidate?
No. Job ads should not signal a preference for a particular age group, for example by asking for a “young, energetic person” or implying older workers are unwelcome. Wording that favours or excludes age groups can amount to unlawful age discrimination in pre‑employment processes.
Do I have to disclose my age or date of birth when applying for a job?
No. You are not legally required to provide your exact age or date of birth in an application or interview. Best‑practice recruitment guidance is that information revealing age should generally be avoided, and hiring decisions must be based on skills, experience and performance, not age‑related assumptions.
Can an employer force me to retire at 65 in New Zealand?
Generally no. There is no default retirement age such as 65 in New Zealand employment law, and compulsory retirement based purely on age is usually unlawful. Ending employment just because someone has reached a particular age can amount to age discrimination, unless a very narrow legal exception applies.
What should I do if I believe I was rejected from a role because of my age?
You can raise the issue as unlawful discrimination, either through the human rights system or as an employment dispute, but you usually must choose one path. Keep records of adverts, emails and conversations, seek advice early, and be prepared to show that your age was a real factor in the employer’s decision.
