Introduction

Perhaps, as one popular Internet meme suggests, 70 is (becoming) the new 60, as Americans live ever longer, healthier lives (Cutler et al, 2013). Since the mid-1990s, older workers’ labour force participation rates have crept up, paralleling a phased increase in the Social Security normal retirement age to 67 by 2027. Some older Americans want to work longer – finding careers at later ages intrinsically and financially rewarding (AARP, 2014). That is the extending working lives perspective emphasised by academic and policy formulations of ‘productive’ (Butler, 1985), ‘active’ (WHO, 2002) and ‘successful’ (Rowe and Kahn, 1997) ageing, embracing the notion that some individuals value work in its own right, plus continued wages and benefits. Gerontological ideals about active and successful ageing have contributed to neoliberal and entrepreneurial advocacy in both the health and retirement fields (Hamblin, 2010), nourishing positive stances towards work in later life. However, the unquestioned assumption – that 70 should be the new 60 where employment is concerned – implies that extended working life is the right policy prescription for all or most older Americans. Yet, for many, employment is not a choice, but rather the only way to maintain health insurance, pay down debt, meet expenses and accumulate retirement savings (Copeland, 2014), with few alternatives to continued low-paid, insecure or physically demanding employment. Increasingly, workers of all ages are engaged in unappreciated/underappreciated, precarious and demoralising jobs (Kalleberg, 2009), but especially older workers post-recession (Hess et al, 2011).

This chapter considers selected policies that shape work (and work exit) at older ages and some implications of extended working life for Americans. Later-life employment patterns and the US retirement income structure are considered since both pensions and labour markets influence decisions about continuing work or whether and when to retire. Selected policies, from work–family initiatives to anti-age discrimination legislation that could support or encourage work to later ages, are explored. Foreseeable challenges linked to current policy prescriptions that ignore the complexities of extended working life are identified. Policy and research interventions are highlighted that could create a better foundation for dignified and satisfying employment for older workers – and retirement income adequacy when paid work ends – should extending working life become widely feasible and socially necessary in the future.