By 2011, 53 percent of the total population in Great Britain will be aged over 45; however, in recent years the proportion of labor market participants over 50 has declined significantly. Older workers have access to fewer training and development opportunities at work but are less likely to take short-term sickness absence and more likely to be committed to their work. Social contact and financial constraints can be particularly important reasons for them to work. Employers perceive older workers as knowledgeable, experienced, reliable, stable, thoughtful about the business, and having good interpersonal and customer service skills. Examples of good practice in older worker recruitment are as follows: removing age limits in job advertisements; equal opportunities statements on age; competency-based recruitment; avoidance of unintentional discrimination; and strategies to target older workers and make work more attractive to older workers. Employers have developed policies and practices likely to benefit older workers: support for careers of older people such as flexible working arrangements, advice, and support; training; benefits such as health screening, associations for older workers, and consideration of physical working conditions; gradual or phased retirement; support and advice to prepare for retirement; and postretirement contact and benefits. (Contains 41 references.) (YLB)