When ‘Open to Work’ Becomes a Red Flag

“A closer look at dignity, design, and the future of work at every age.” LinkedIn Talent Solutions

Not long ago, a post made the rounds on LinkedIn—a man in his late 60s, wearing the green “Open to Work” badge. To some, it seemed amusing. But to many others, it struck a nerve. Because behind the photo lies a sobering reality: more and more older adults are not retiring. Not by choice—but by necessity.

The Green Banner, Reframed

LinkedIn’s “Open to Work” feature was meant to connect professionals in transition. But when older adults—some well past retirement age—adopt it, it signals something far more urgent. It tells us that the promise of dignified retirement is slipping out of reach for millions.

This isn’t a viral moment. It’s a structural signal.

The Aging Workforce: What the Numbers Say

• 19% of Americans aged 65+ were still working in 2023, nearly double the rate from 1987 [¹].

• In the U.S., 38.3% of employed adults 65+ worked part time in 2024, indicating a shift in how older adults participate in the workforce [²].

• In the U.S., over 17 million older adults live on incomes below 200% of the poverty line, and 1 in 3 lacks any retirement savings [³].

• 62% of workers over age 50 report experiencing age discrimination in the workplace [⁴].

• In the EU and OECD countries, retirement age is increasing but often without adequate adaptation for health, lifelong learning, or flexible pathways [⁵].

In the Arab world:

• Egypt’s population aged 65 and older reached approximately 6 million in 2024, representing about 5.7% of the total population [⁶].

• Egypt’s total labor force rose to 32 million in 2024, with unemployment dropping to 6.6%, though age-specific employment for seniors remains undocumented [⁷].

• Older adults (60+) make up about 8.6% of Egypt’s population, and previous data showed 16.6% of those aged 60+ were employed in formal or informal sectors as of 2021, often out of financial need [⁸].

• Across the GCC, older adults remain a smaller demographic (~1.8–2% of total population), and while labor force automation policies are emerging, no comprehensive statistics on older workers (60+) were publicly available for 2025 [⁹].

What’s Driving This Shift?

1. Financial Insecurity

Many older adults simply can’t afford to retire. Eroded pensions, rising living costs, and inadequate savings have pushed them back into the job market [³][⁸].

2. Workplace Ageism

Despite their experience, many seniors are overlooked or undervalued. Hiring practices often subtly or overtly favor younger candidates—especially in fast-paced or tech-driven sectors [⁴].

3. Inflexible Retirement Systems

Raising the retirement age without offering phased retirement, part‑time options, or health-sensitive roles doesn’t solve the structural problem—it just delays it [⁵].

4. Cultural Blind Spots

In many work cultures, aging is seen as decline rather than evolution. This perception strips dignity and marginalizes talent that still has much to contribute [⁹].

What Can Be Done? Practical, Evidence‑Based Solutions

• Income Gaps → Expand access to portable pension schemes and incentivize employer contributions. Pension stability increases retention and reduces late-age job seeking.

• Age Bias in Hiring → Enforce anti‑discrimination laws and promote age-inclusive recruitment—especially for roles requiring judgment, leadership, or mentorship [⁴].

• Rigid Retirement Models → Create phased retirement paths, hybrid work setups, and accessible upskilling options for individuals aged 55+. Countries like the Netherlands and Japan have piloted successful models [⁵].

• Underused Experience → Encourage intergenerational mentorship programs. Studies show that age-diverse teams outperform homogeneous ones in decision-making and resilience [⁴].

• Health-Centered Design → Design job roles that accommodate aging realities—flexible hours, reduced physical strain, and integrated access to healthcare support.

Takeaways: What This Means for All of Us

• Dignified aging is not a luxury—it’s a societal obligation.

No one should be forced to remain in the labor market past their capacity simply to survive.

• Age is not a liability.

It is time we view older workers not as a cost but as a long-term investment in institutional memory, resilience, and wisdom.

• Retirement should be earned, not postponed.

Raising retirement ages without parallel reforms in income security, healthcare, and workplace inclusion only shifts the burden forward [⁵].

• The “Open to Work” badge should be a bridge—not a lifeline.

It should never be the last resort for someone who has already contributed 40+ years of work to society.

In Closing: Let’s Redefine What Work and Worth Look Like

There is nothing funny about a 68-year-old asking for work on LinkedIn.

There is courage. There is need. There is something society must answer for.

If we are serious about equity, inclusion, and dignity, then the conversation about the future of work must include aging populations. Not as an afterthought—but as a priority.

Let’s design systems that support people through their full life cycle.

Let’s build workplaces that reflect the value of every generation.

And let’s ensure that those who gave decades of service can step back not with desperation—but with dignity.

References

[¹] Pew Research Center (2023). The growth of the older workforce.       

[²] U.S. Bureau of Labor Statistics (May 2025). “38.3% of employed older Americans worked part time in 2024.”

[³] National Council on Aging (2023). “Economic Security for Older Adults.”

[⁴] AARP & IHRIM (2023). “Age Discrimination in the Workplace: Trends and Insights.”

[⁵] OECD (2023). “Retirement Age Reforms and Employment Trends in Aging Societies.”

[⁶] CAPMAS via UN report (2024). Egypt’s population aged 65+ at 5.7% (~6 million).

[⁷] CAPMAS / Al‑Ahram Online (Apr 2025). Egypt Labor Force reached 32 million, unemployment fell to 6.6%.

[⁸] CAPMAS (2021 data). 16.6% of Egyptians aged 60+ employed; many out of need.

[⁹] GCC‑Stat and related analyses (2025). GCC labor force ~31.8 million; older adult share ~1.8–2%.

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