Over 50 in the Labour Market – What Do the Trends Show? Is It Really That Hard to Find a Job?
- Somogyi Katalin
- Oct 21, 2025
- 4 min read
In recent years, I’ve been meeting more and more professionals aged 50–55+ who have lost their jobs and have been trying for months—sometimes even over a year—to re-enter the labour market.They drift through long job search processes, often feeling hopeless.And I also see that many struggle with a mindset shift: they find it hard to “step down” (“I don’t want a lower position”), and few are open to new or flexible forms of employment.
But is it really that difficult to find a new opportunity after 50?
Is the situation worse—or better—than ten years ago?
📊 What Do the Numbers Say – in Hungary and Internationally?
According to the Hungarian Central Statistical Office (KSH), the employment rate of people aged 50–64 has been steadily increasing.
In 2016, 82% of those aged 50–54, 70% of those aged 55–59, and 32% of those aged 60–62 were employed.
By 2024:
The 50–55 age group reached 88.7%,
The 55–59 age group 82%,
The 60–64 age group 55%.
In 2010, 78,000 people aged 60–64 and 24,000 aged 65–69 were working.By 2024, these figures rose dramatically to 296,000 and 87,000, respectively!
This is an encouraging trend—especially the dramatic rise in employment among those over 60.It’s also important to note that the 50–59 age group represents one of the largest segments of Hungary’s labour force, while the number of younger workers continues to decline.In other words, the 50+ generation is one of the pillars of the economy.
Similar trends are visible internationally:
The OECD Employment Outlook 2025 reports that the employment rate among 60–64-year-olds averages 55.9%, while the working-age population is projected to shrink by 8% by 2060.
According to analyses by the World Economic Forum and Legal & General Group, the proportion of over-50s in the global workforce is expected to reach a record high of 47% by 2030.
People are retiring later, driven both by longer life expectancy and financial necessity, and many are returning to work to supplement their pensions.
The message is clear: without the 50+ generation, neither the Hungarian nor the global economy can function effectively.But this requires a shift in how we think about careers, experience, and work models.
💼 Why Is It Still So Hard to Get Hired After 50?
Labour market and corporate reflexes still often focus on “youthfulness.” HR systems operate on a “pipeline” logic—developing younger employees for long-term returns. Yet, with changing generational attitudes, even that logic is becoming less certain.
Many highly educated professionals over 50—especially in intellectual or managerial roles—seek new challenges at senior or leadership level.However, this space is structurally limited: the number of leadership roles is finite, and the career curve naturally flattens and declines after reaching its peak.
This is not failure—it’s a natural part of a career lifecycle.After the peak, motivation typically shifts: less hierarchy, more meaningful work, greater flexibility, fewer hours, and a more balanced pace.They want to slow down a little, enjoy life more—and employers know this.
The problem is that most organizations offer no alternatives, leaving many experienced professionals stuck “in between.”
🧩 Knowledge Has Value – But It Must Be Used Differently
The World Economic Forum emphasizes that sustaining 50+ employment depends not on raising the retirement age, but on rethinking work structures.Their knowledge isn’t outdated—only the way we try to use it is.
Instead of traditional, hierarchical career paths, we should think in more flexible roles:
👥 Mentor or coach – sharing knowledge, developing successors.
💡 Consultant or external expert – project work, crisis management, specialized skills.
⏱️ Part-time or project-based employment – where experience, not constant presence, creates value.
📚 Trainer, lecturer, subject-matter expert – turning experience into structured knowledge.
These alternative paths represent career renewal, not regression.Research by Kiplinger (a respected U.S. financial and business publication) also shows that many over-50s use this life stage to find new purpose and meaning in their work—and many succeed in doing so.
🔄 A Mindset Shift Is Needed – on Both Sides
A Bain & Company study found that workers in their 60s are no longer primarily motivated by career advancement, but by meaningful work, autonomy, and flexibility.Both employers and employees must adapt.
For employers:
Age diversity is not a CSR issue—it’s a business strategy.
This generation’s work ethic and discipline are exceptional.
Companies should consciously leverage the 50+ talent pool through mentoring, knowledge-sharing, and project roles.
As younger generations switch jobs faster, the 50+ workforce provides continuity and stability, ensuring consistent knowledge transfer.
Involving older workers improves team performance and reduces turnover.
For employees over 50:
Accept that the career curve doesn’t always go upward—and that’s okay.
Develop digital and adaptive skills.
Be open to flexible forms of work—consulting, teaching, mentoring.
Redefine success: not as title or position, but as impact, contribution, and legacy.
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