As life expectancy continues to rise, the traditional structure of “learn, work, retire” is becoming increasingly outdated, undesirable and unsustainable for both individuals and employers.
Through its Life100+ research programme1, 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.2
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.”
Ends
Canada Life’s “Building longevity-ready workplaces in the UK” is CPD accredited, and is available to download now from the following link: https://www.canadalife.co.uk/life100-hub/
Notes to editors:
- The research for “Building longevity-ready workplaces in the UK” was conducted by @the Big Window Consulting. Findings are based on a representative sample of 3,280 adults across the UK (quantitative survey conducted February 2025) and with 600 employers of varying sizes (March 2025).
- When asked ‘If a 100-year life became the norm, how likely are you to adjust your work and retirement plans in the following ways? - Retrain or pursue multiple careers’ – 42% agreed this was likely.
- When asked ‘If a 100-year life became the norm, how likely are you to adjust your work and retirement plans in the following ways? - Plan for breaks or sabbaticals during your career’ – 49% agreed this was likely.
- When asked ‘Assuming that living to 100 years does become the norm, how much do you agree or disagree with each of the following? - We all need to think differently about how our lives are structured, e.g. dispensing with the idea of learning, working, retiring in that order and being more adaptable’ – 65% agreed.
- When asked ‘Assuming that living to 100 years does become the norm, how much do you agree or disagree with each of the following? - People will need to learn and develop throughout life, not just towards the start of their career’ 79% agreed.
- When asked ‘Assuming that living to 100 years does become the norm, how much do you agree or disagree with each of the following? - Employers will need to invest more in developing the skills of employees throughout their lives’ – 72% agreed.
Press enquiries:
Elle McAtamney, Canada Life, 07913 568213, elle.mcatamney@canadalife.co.uk
Julie Hughes-Edwards, Canada Life, 07803 249343, julie.hughes-edwards@canadalife.co.uk
About Canada Life:
Canada Life is part of a group of companies controlled by Great-West Lifeco Inc., a Canadian headquartered, international financial services holding company with interests in life insurance, health insurance, retirement and investment services, asset management and reinsurance businesses. Through its subsidiary companies, Great-West Lifeco operates in Canada, the United States, and Europe. Great-West Lifeco trades on the Toronto Stock Exchange under the ticker symbol GWO and is a member of the Power Corporation group of companies.
Canada Life Limited began operations in the United Kingdom (UK) in 1903 and provides UK individuals and businesses with a range of retirement, investment, insurance and wealth solutions. Canada Life offers individual annuities, pension de-risking solutions, home finance, estate planning and investment options, and workplace protection products.
Canada Life Limited (no.973271) is registered in England and Wales, authorised by the Prudential Regulation Authority, and regulated by the Financial Conduct Authority and the Prudential Regulation Authority. Stonehaven UK Limited (no.05487702), trading as Canada Life, is registered in England and Wales and is authorised and regulated by the Financial Conduct Authority. Canada Life International Limited (no.033178C) and CLI Institutional Limited (no.108017C) are Isle of Man registered companies authorised and regulated by the Isle of Man Financial Services Authority. Canada Life International Assurance (Ireland) DAC (no. 440141) and Canada Life International Assurance (Ireland) DAC are authorised and regulated by the Central Bank of Ireland.
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