Dr. Nat O'Connor:

It is a factor but if there was no mandatory retirement, the employer could retain a lot of that knowledge within the organisation. If a worker is, say, 60 years of age and wants to retire at 65 or 66 years of age, there may need to be some sort of subsidy or consideration for employers who wish to invest heavily in training. Neither the system nor any incentives should bar employers from investing in the training of older workers. That is the key message.