Navigating work after 50 in Australia means understanding your rights, knowing what flexibility you can request, and being clear about the supports available as you move toward retirement. Whether you are still building your career, winding down gradually, or considering volunteering as a bridge, there is more practical help available than many people realise. This guide covers the key legal protections, government programmes, and official resources — all in plain language, with no financial advice.
Why working after 50 looks different — and what that means for you
Somewhere around the mid-50s, many Australians find their relationship with work starts to shift. The priorities change: health, family, travel, and the question of how long to keep going — and in what form — move to the front of the mind. For women in particular, who may have had interrupted working lives due to caring responsibilities, the picture can be more complicated. Superannuation balances are often lower, the years left to contribute feel shorter, and the desire for flexibility feels more urgent.
The good news is that Australian law has evolved to reflect this reality. There are genuine protections against age discrimination in the workplace, a legal right to request flexible arrangements, and a growing suite of government programmes specifically aimed at workers aged 45 and over. None of these are perfect, and knowing they exist is only the first step — but they are real, they are accessible, and they are worth understanding before you make any decisions about your working life.
This guide does not offer financial advice. For anything relating to your superannuation, tax, or personal financial position, you should speak with a licensed financial adviser and use the independent tools at moneysmart.gov.au. What this guide does offer is a clear map of the landscape: your rights, the available supports, and where to go for more.
What are your rights to flexible work under the Fair Work Act?
Under the Fair Work Act 2009, certain employees have a legal right to request flexible working arrangements from their employer. As of recent amendments, this includes employees who are 55 years of age or older. The right applies to permanent employees who have worked for the same employer for at least 12 months, and to some long-term casual employees. A request must be in writing and must set out the change sought and the reasons behind it.
An employer must respond in writing within 21 days. They can only refuse on reasonable business grounds, and they are required to genuinely try to reach an agreement before refusing. Flexible arrangements can include changes to hours, days of work, or location — such as working from home part of the week. If you believe a refusal was not handled correctly, the Fair Work Commission can assist. Full details of the process, including template letters and guidance on what counts as reasonable grounds, are available at fairwork.gov.au.
It is worth noting that having the right to request does not guarantee approval. The process is a structured conversation, not an automatic entitlement. That said, many employers are increasingly open to flexible arrangements, particularly where skills and experience are hard to replace. Approaching the conversation with a clear, written proposal tends to produce better outcomes than a general discussion.
How does the Age Discrimination Act protect older workers?
The Age Discrimination Act 2004 is the primary federal law protecting Australians from being treated less favourably because of their age. In a workplace context, this covers hiring decisions, performance management, training opportunities, redundancy selection, and dismissal. Both direct discrimination — being turned down for a job because of your age — and indirect discrimination — a policy that disadvantages older workers without a legitimate reason — are covered.
The Australian Human Rights Commission (AHRC) handles complaints under this Act. If you believe you have experienced age discrimination at work, you can lodge a complaint with the AHRC at no cost. The Commission will attempt conciliation between you and the employer. If conciliation does not resolve the matter, you may be able to take the case to the Federal Court or Federal Circuit and Family Court. Information on the complaint process is at humanrights.gov.au.
Age discrimination can be subtle and is sometimes hard to identify with certainty. The AHRC has educational resources on its website that help people understand what the law does and does not cover. Victoria also has the Equal Opportunity Act 2010, administered by the Victorian Equal Opportunity and Human Rights Commission (VEOHRC), which provides an additional avenue for complaints about age discrimination in Victorian workplaces. You can find information at humanrightscommission.vic.gov.au.
What does Workforce Australia offer mature-age workers and jobseekers?
Workforce Australia is the federal government's employment services system, replacing the older jobactive framework. For mature-age Australians — broadly those aged 45 and over — there are specific programmes within this system worth knowing about. Career Transition Assistance (CTA) is a programme designed for people aged 45 and over who are registered with Workforce Australia services. It provides skills assessments, career planning support, digital skills training, and assistance with job searching in a form that acknowledges the different challenges faced by older jobseekers.
Eligibility and programme availability can change as government contracts and settings are reviewed, so the most reliable step is to contact Workforce Australia directly or use the provider finder on their website at workforceaustralia.gov.au to locate a local employment services provider. Services are generally free for eligible participants. It is also worth noting that some providers have specialist programmes for mature-age women, particularly those returning to work after a period of caring.
Beyond formal programmes, Workforce Australia providers can sometimes connect you with local employers who have expressed interest in hiring experienced workers. Not all providers are equally active in this space, so it can be worth speaking to more than one if your first conversation is not productive. Persistence pays, and the programme is genuinely funded to help — not just to tick boxes.
What is transition to retirement, and is it relevant to you?
Transition to retirement (TTR) is a superannuation arrangement that allows Australians who have reached their preservation age — currently 60 for anyone born after 30 June 1964 — to access some of their superannuation as an income stream while they are still working. The idea is that you can reduce your working hours without a proportional drop in income, by drawing on super to supplement reduced wages. It can be a way of easing into retirement rather than stopping abruptly.
TTR is a legitimate and commonly used arrangement, but whether it makes sense for your situation depends on your super balance, your marginal tax rate, your employer's arrangements, and your personal goals. This guide cannot and does not tell you whether TTR is right for you — that is a question for a licensed financial adviser. What it can tell you is where to start learning: moneysmart.gov.au has a clear, independent explanation of how TTR works, what the tax implications look like at a general level, and what questions to ask an adviser. The Australian Taxation Office (ato.gov.au) also has detailed information on the rules.
One practical note: your superannuation fund is often a reasonable first port of call for general information about your own balance and the TTR options your fund offers. They cannot give you personal financial advice unless they are licensed to do so, but they can explain the mechanics of their own products. Always confirm that any adviser you consult is registered on the ASIC Financial Advisers Register, which you can search at moneysmart.gov.au/financial-advice/financial-advisers-register.
Could volunteering be a useful bridge?
For some people approaching retirement, volunteering offers something that paid work no longer does: a sense of contribution, social connection, structure, and the chance to use skills in a different way. For others, it is a practical bridge — a way of staying active and engaged while reducing paid hours, or of building new networks and experience in a field they want to move into.
Volunteering is not a financial substitute for work, and it should not be treated as one. But as a complement to a gradual wind-down, or as a meaningful activity after full retirement, it is worth considering seriously. Volunteering Australia (volunteeringaustralia.org) maintains resources on how to find opportunities, and Volunteer Victoria (volunteervictoria.com.au) is a useful local starting point for Victorians. Many community organisations, galleries, heritage sites, and social services actively seek volunteers with the kind of life and professional experience that older Australians bring.
Some volunteers find that a structured role with a reputable organisation also provides informal referees and professional connections that are useful if they later want to return to paid work, even part-time. It is worth thinking about what you want from the experience before committing — a good volunteering coordinator will help you find a role that fits, rather than placing you wherever there is a gap.
Practical steps: where to start if you are not sure
If your situation feels complicated — perhaps you are facing possible redundancy, dealing with a workplace that feels unwelcoming, or simply trying to plan a gradual shift toward retirement — the most useful first move is usually to gather information from official sources before making any decisions. The Fair Work Ombudsman's website (fairwork.gov.au) has a free information line and an anonymous online enquiry tool. The Australian Human Rights Commission (humanrights.gov.au) has factsheets specifically on age discrimination. MoneySmart (moneysmart.gov.au) has retirement planning calculators and clear explanations of how super works in the lead-up to retirement.
For Victorians, Services Victoria (service.vic.gov.au) and the Victorian Government's Seniors Card programme (seniorsonline.vic.gov.au) are worth bookmarking for information on state-level concessions that can reduce the cost of living as income changes. The Seniors Card gives eligible Victorians access to discounts on a range of goods and services, and eligibility is based on age and working hours — details are on the Seniors Online Victoria website.
Finally, if you have a union membership, your union may have resources specifically for members approaching retirement or dealing with workplace concerns. Industry-specific bodies sometimes have similar resources. The point is that you do not have to work this out alone, and you do not have to pay for advice before you have a clear picture of what your actual situation is. Start with the free, official sources, and you will be better placed to know what professional advice — if any — you actually need.
Key takeaways
- Employees aged 55 or over have a legal right under the Fair Work Act to request flexible working arrangements in writing, with their employer required to respond within 21 days.
- The Age Discrimination Act 2004 protects older Australians from unfair treatment at work, and complaints can be lodged with the Australian Human Rights Commission at no cost.
- Career Transition Assistance through Workforce Australia is available to eligible people aged 45 and over, covering skills assessment, career planning and job-search support.
- Transition to retirement allows Australians who have reached preservation age (60 for most people) to access some superannuation as an income stream while still working — but personal advice from a licensed adviser is essential before acting.
- MoneySmart (moneysmart.gov.au) is the independent, government-backed starting point for understanding superannuation, retirement income and how to find a registered financial adviser.
- Volunteering can serve as a meaningful and practical bridge between full-time work and full retirement, offering structure, connection and the chance to use hard-won skills in a new setting.
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Frequently asked questions
Can an employer legally refuse a flexible work request from someone over 55?
Yes, an employer can refuse a flexible work request, but only on reasonable business grounds, and they must first genuinely try to reach an agreement. The refusal must be in writing within 21 days and must explain the grounds. If you believe the process was not followed correctly, the Fair Work Commission can review the matter. Details are at fairwork.gov.au.
What counts as age discrimination in an Australian workplace?
Age discrimination occurs when someone is treated less favourably because of their age, or when a workplace policy disadvantages older workers without a legitimate justification. This can include being passed over for promotion, excluded from training, or selected for redundancy on the basis of age. The Age Discrimination Act 2004 covers these situations, and complaints are handled by the Australian Human Rights Commission at humanrights.gov.au.
Who is eligible for Career Transition Assistance through Workforce Australia?
Career Transition Assistance is generally available to people aged 45 and over who are registered with Workforce Australia employment services. Eligibility can depend on your circumstances and current programme settings, which are reviewed periodically. Contact Workforce Australia directly or use the provider finder at workforceaustralia.gov.au to check current eligibility and find a local provider.
What is the preservation age for superannuation in Australia?
For anyone born after 30 June 1964, the preservation age — the age at which you can begin accessing superannuation — is 60. This is also the age from which a transition-to-retirement income stream can be started while you are still working. For the tax implications and how this applies to your specific situation, see moneysmart.gov.au and speak with a licensed financial adviser.
Where can Victorians find information on seniors concessions and the Seniors Card?
The Victorian Seniors Card is available to eligible Victorians aged 60 and over who work no more than 35 hours per week. It provides access to discounts on a range of goods, services and transport. Full eligibility details and how to apply are available at seniorsonline.vic.gov.au.
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- Fair Work Ombudsman — Flexible Working Arrangements
- Australian Human Rights Commission — Age Discrimination
- MoneySmart — Transition to Retirement
- Workforce Australia
- Seniors Online Victoria — Seniors Card
- Volunteering Australia
- Volunteering Australia
- MoneySmart — Financial Advisers Register
- Victorian Equal Opportunity and Human Rights Commission
