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We have high employment over 50 levels of staff retention, which helps minimise recruitment costs, recoup investment in training employment over 50 and development and retain valuable knowledge and experience. We have a low rate of absenteeism. We find that our older workers have few periods of short-term sickness and this reliability is highly valued. All this assists the Council in providing a better service to our local community. Our policies relate equally to employees of all ages. Local Government has an ageing workforce; only 6% of local government employees are under the age of 25, compared with a employment over 50 national economy average of 15%. At Enfield 4% of employees are 24 or under, 48% are 45 or over. The effective retention, development and motivation of older workers is important, enabling a better transfer of skills and knowledge to younger workers, retaining expertise, know how and contacts. To build a balanced age profile we acknowledge that continuing efforts must be made to encourage employing younger people too.
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