Through its Life100+ research programme, Canada Life, one of the UK’s leading retirement, insurance and wealth providers, is exploring the consequences of increasing longevity for the UK’s workplaces and the implications it may have for career paths. Currently, almost half (42%) of UK adults think it likely that they will have to retrain or pursue multiple careers, should life expectancies continue to increase.
The research shows that many individuals are moving away from traditional career trajectories by switching industries (24%), switching professions (20%), returning to education to support a career shift (11%) or retraining entirely (8%). The data also showed that those aged 18-25 have worked for an average of six employers already – identical in number to those aged 65-74, indicating that job mobility is increasing amongst Gen Z as well.
Mindsets towards time away from work paint a similar picture. Against a backdrop of increasing longevity, half (49%) of UK adults think it likely that they will have to adjust their plans for work and retirement by taking a sabbatical or career break3. A quarter (26%) have already taken either type of extended leave, suggesting that many are already adapting to a changing work life tapestry.
Encouragingly, a growing number of employers are recognising the need to reimagine how we live and work in the face of increasing longevity, with nearly two-thirds (65%) agreeing that we must dispense with the idea that learning, working, and retiring is a linear path, and be open to more adaptable approaches4.
In fact, learning and development should be a lifelong endeavour in the minds of 79% of employers5. This is a positive outlook given that almost three-quarters (73%) of employees said that developing new skills and knowledge is a motivator for them in the workplace.
However, whilst the majority (72%) of employers agree they will personally need to invest more in employee development, given increasing longevity6, only one in eight (12%) currently fund training that helps employees acquire new skills over time.
Indeed, despite acknowledging that there is a need to move away from a rigid approach to life, it is apparent that some employers are not yet equipped to deal with the changing patterns of life and needs of their workers. Almost one in three (32%) employers do not offer any specific policies, practices, or benefits designed to support employees throughout longer careers. Of those that do, a phased retirement remains the most commonly available policy (25%).
Nick Harding, Chief People Officer, Canada Life, comments: “As people live longer, healthier lives, we need to rethink traditional models of education, work, and retirement. A more flexible life and work structure—one that allows for pausing, retraining, and pivoting—is likely to become more common. This shift requires action from both employers and individuals. It is important that employers become ever more flexible with benefits, as well as investing in lifelong learning, and help to create career pathways that are able to adapt to different life stages and changing skills needs. At the same time, individuals need to plan ahead—financially and professionally—to manage the growing demands of a longer life.
“Taking time out to study, reskill, or recharge can be invaluable, but it requires foresight. Our ability to enjoy flexibility and fulfilment later depends on the decisions we make today. This isn’t just a challenge—it’s an opportunity. Longer lives can mean richer lives, if we build systems and habits that support learning, wellbeing, and adaptability at every stage.”
Canada Life’s “Building longevity-ready workplaces in the UK” is CPD accredited
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