My company is helping thousands of over-50s feel inspired and not retired

Six years ago, a simple question sparked a movement: would experienced professionals consider “un-retiring” and returning to work? When a client struggled to find older talent for a specialist project, British entrepreneur Lyndsey Simpson reached out to hundreds of people in their 50s and 60s—and the response changed everything. That moment became the genesis of 55/Redefined, a company dedicated to ending ageism, energising over-50s talent, and helping global organisations harness the power of experience.

What began as a one-off talent search soon revealed a deeper truth. Many retirees missed purpose, connection, and challenge. Within eight weeks, 400 former bankers were back at their desks solving complex problems; six years later, 250 of them were still working full-time. The insight was clear: most hadn’t left the workforce because they lacked ability or interest—it was the lack of pathways tailored to their stage of life. Many, Simpson notes, also underestimated their longevity by 15 to 20 years and hadn’t planned how to fill the days meaningfully once work disappeared.

Simpson, who previously led corporate development at Barclays and co-founded an HR and recruitment outsourcing firm, grew up immersed in family-run businesses where work and life blurred. That upbringing, combined with early inspiration from business turnaround stories on TV, shaped her as a problem-solver. 55/Redefined is her eighth venture, built on a simple premise: experience is an asset, not a liability—and companies that embrace it will future-proof their organisations.

Today, 55/Redefined delivers age strategy services across 44 countries for more than 95 major companies, including some of the world’s best-known brands. The London-based business will mark its fifth anniversary next year. Its mission is twofold: help employers attract, grow, and retain over-50s talent; and help individuals reimagine mid-to-late career life with purpose and flexibility.

What 55/Redefined does

• Work/Redefined: Partners with employers to design age-inclusive policies, recruitment, and progression pathways.
• Life/Redefined: A free-to-join lifestyle community that supports wellbeing, learning, and purpose beyond traditional retirement expectations.
• Jobs/Redefined: The UK’s first dedicated jobs board for over-50s.

The company’s consultancy also deploys age data diagnostics—ingesting workforce data and analysing it through an age lens. By mapping customer outcomes, promotion velocity, absenteeism, and more, it creates an age “heatmap” to pinpoint where opportunity and risk reside. That might include pockets of the business where a cohort could retire simultaneously, or parts of the employee experience where older workers are disengaging due to unseen barriers.

Internally, 55/Redefined practices what it preaches. Its 25-strong team is evenly split between under and over-50s, ranging from early-career professionals in their 20s to a 72-year-old chair. The culture prizes purpose, flexibility, and inclusion—amplifying stories from all ages and levels to build belonging and momentum.

Financially, the company has raised £8.5 million to date and welcomed an institutional investor in 2024. At its last funding round, 55/Redefined was valued at £16.4 million—evidence that age inclusivity is not just a social imperative, but a compelling growth strategy.

Insights from the CEO

The over-50s opportunity

Too many experienced employees feel overlooked. According to Simpson, 93% of over-50s report they are under-invested in, with assumptions that they want to wind down just as many are eager to lean in. This group is the fastest-growing segment of the workforce and a dominant consumer base—holding a significant share of global wealth. Companies that mirror the age diversity of their markets, in both staff and leadership, will outperform on trust, innovation, and customer relevance.

Progression over promotion

For many over-50s, the reasons to work shift. Pay often drops out of the top three motivators, replaced by purpose, growth, flexibility, and impact. “Progression” doesn’t always mean a bigger title; it can mean stretch projects, portfolio careers, mentoring, or lateral moves that keep skills fresh and minds engaged. Employers who offer these options will attract and retain standout talent.

Hire for tomorrow

Simpson’s hiring mantra: recruit for what you’ll need next, not just what you need now. Many scaling companies recruit for immediate gaps, then face turnover when needs evolve. Hiring with the future in mind—especially bringing in seasoned professionals who’ve navigated change before—saves time, money, and momentum.

A new narrative for ageing and work

“Inspired, not retired” isn’t just a slogan—it’s a shift in how we value age, experience, and contribution. As populations live longer and healthier lives, careers will expand and flex. The winners will be organisations that design for every life stage, and individuals who choose purpose over passivity. 55/Redefined is building the infrastructure for both.