This project looked at retaining older workers without the use of a set retirement age – balancing the need to retain older workers with the impact of redundancy and restructuring. The approach included removing the contractual requirement on permanent staff to retire at the fixed retirement age; introducing retirement conversations; offering ‘surviving redundancy’ support; and a ‘retire with dignity’ policy. Results include: retention of knowledge and skills in key areas; savings on recruitment and redundancy costs; and older workers feeling valued.