Australian workers split by age on careers & money

ADP has published new findings on older and younger workers in Australia, pointing to a widening gap between age groups in skills confidence, financial security and job mobility.

Analysis from the People at Work 2026 report shows workers aged 27 to 39 are the most confident about their ability to progress, while financial confidence is weakest among those in later career stages. Among Australians aged 27 to 39, 26% strongly agree they have the skills needed to advance their careers in the next three years, the highest share across local age groups.

By contrast, only 9% of Australian workers aged 40 to 64 strongly agree they feel good about their financial health, compared with 17% of those aged 27 to 39. The findings suggest confidence in personal finances falls as workers move further through their careers.

The results come as Australia's labour market becomes more age-diverse, with five generations now working side by side. They also align with broader policy concerns about an ageing population and pressure on employers and workers to keep skills current over longer working lives.

Career mobility was another point of difference between age groups. In Australia, 13% of workers aged 18 to 26 said it had become much harder to change jobs over the past 12 months, the highest share across all age groups measured in the study.

The result suggests younger workers, despite showing greater confidence in future skills and career progression in some areas, are not necessarily finding it easy to move between roles. At the same time, support from employers remains limited across the workforce, regardless of age.

Only 15% of Australian workers strongly agree their employer is investing in the skills they need to advance their careers. This points to a gap between workers' expectations around development and what they believe employers are providing.

Global comparison

The Australian pattern broadly reflects global trends identified in the same research. Worldwide, 30% of workers aged 27 to 39 say they have the skills needed to advance their careers in the next three years, making them the most confident age group in the international data set.

Financial security also weakens with age globally. Just 10% of workers aged 55 to 64 strongly agree they feel good about their financial health, compared with 19% of workers aged 18 to 26 and the same share of those aged 27 to 39.

In Australia, older workers sit slightly below the global picture on financial confidence. The share of workers aged 40 to 64 who feel financially secure stands at 9%, compared with a global share of 12% for comparable older cohorts cited in the findings.

The report also highlights one area where older workers compare more favourably. Globally, they are the least likely to report frequent negative stress, with 48% of workers aged 65 and above and 32% of those aged 55 to 64 saying they experience negative stress less than once a month.

Workers aged 55 and older are also just as likely to find meaning in their work and feel engaged. This suggests the differences between generations are not solely about deficits, but also about distinct experiences and strengths across age groups.

"As AI reshapes work at the task level, organisations need people-centric, yet data-driven human capital management strategies to address the diverse career needs of a multigenerational workforce," said Dr Nela Richardson, Chief Economist, ADP.

"By paying employees accurately and on time, using payroll analytics to advance fairer compensation, and investing in tailored upskilling initiatives, employers can build greater trust and support for employees at every stage of their careers," Richardson said.

Workforce mix

The coexistence of five generations in one workforce creates both tension and opportunity for employers. Younger staff may bring newer technical knowledge and different expectations around career progression, while older employees may contribute experience and steadiness.

Kylie Bauilo, General Manager, ANZ and Japan, ADP, said: "While a multigenerational workforce creates a wider variety of workplace expectations, that same diversity can bring different strengths to the table. Our data shows that younger workers often bring new ideas and future-ready skills, while older employees can offer experience and resilience."

"That is particularly relevant as Australia's population continues to age, reshaping the composition of the workforce over the coming decades. The government's latest Intergenerational Report highlights the need for an adaptable, well-trained workforce, including supporting people to gain and retain skills throughout their working lives.

"Employers should deliberately design work so that different generations can complement each other's strengths. There is an opportunity to nurture mentorships across age groups and create learning opportunities for intergenerational knowledge sharing, which can strengthen collaboration, support skills development and improve productivity."

The survey behind the report covered more than 39,000 working adults across 36 markets, with responses collected from people in a range of industries, job types and work settings. In Australia, the data paints a picture of a labour force in which confidence about career progress, money and job mobility is increasingly shaped by age.