10th April 2026
According to Stats NZ, labour force participation for people aged 65 and over has steadily increased over the past decade. By 2024, around one in four people in this age group remained in paid work. This number is a significant rise from previous generations, when retirement at 65 was more common.
There are several reasons behind this trend. Cost-of-living pressures are a major factor. Housing, food, and energy costs have all increased in recent years. For many households, New Zealand Superannuation alone does not fully cover these expenses. As of 2025, the net weekly rate for a single person living alone sits at a level that provides basic support, but it leaves limited room for unexpected costs or lifestyle choices.
Research from the Retirement Commission in 2025 highlights this gap. The Commission found that while Superannuation reduces poverty among older New Zealanders, many still face financial strain.
However, money is only part of the story. For many people, work also provides structure and purpose. According to research from Massey University’s Health and Ageing Research Team in 2024, older workers often report higher levels of wellbeing when they remain engaged in meaningful work. Social connection is a key benefit. Workplaces offer routine, interaction, and a sense of contribution.
The types of work people do beyond 65 vary widely. Some stay in their existing careers on a part-time basis. Others move into more flexible roles. Common areas include retail, administration, consulting, caregiving, and hospitality. There is also growth in self-employment, as older workers use their experience to take on contract or project-based work.
Flexibility is often a priority. Many older workers prefer shorter hours or less physically demanding roles. Employers are slowly adapting to this shift. According to a 2026 report from the Ministry of Business, Innovation and Employment, there is growing recognition of the value older workers bring. Experience, reliability, and strong interpersonal skills are often cited as key strengths.
At the same time, challenges remain. Age discrimination can still affect hiring decisions. Some roles are not suited to older workers due to physical demands or health concerns.
For those approaching retirement, planning is becoming more complex. Financial preparation remains important, but so does thinking about how time will be spent. The traditional model of full retirement is no longer the only path. A gradual transition, which includes part-time work or flexible roles, is becoming more common.
The Retirement Commission encourages people to think about both income and wellbeing. According to its guidance, a balanced approach can support both financial security and quality of life. This might include reducing hours rather than stopping work completely, or exploring new types of work that align with personal interests.
For those already over 65, the decision to keep working is deeply personal. Some enjoy the routine and connection that work provides. Others rely on the additional income to manage rising costs. In many cases, it is a combination of both.
