ADP Research on how work differs by age

ADP Research on how work differs by age

ADP Research published this report on April 21, 2026. It argues that workers’ experiences differ by age, and employers can adapt to those differences to help teams do their best. Drawing on its 2025 survey, ADP Research says workers aged 55 and older were more likely than other age groups to doubt their job skills, feel unsupported, feel financially insecure and consider their pay unfair. Only 18 percent strongly agreed they had the skills needed to advance; even fewer thought their employer was investing in their development. The report also describes a contrast: older workers were less likely to experience frequent negative stress at work, and more likely to be thriving, than younger workers. ADP Research suggests that some workers aged 65 and older may continue working because they want to, rather than because they need to; it also says they were the least likely to have received a pay increase in the past year and the least optimistic about receiving one in the coming year. The report’s conclusion is that employers could be missing opportunities to help older workers deliver their best. It does not establish which workplace changes would address the differences it describes.

Publication: 14975d16-0625-f61b-f91e-fccf3fa4ed7a

attribution — pass: This is a single ADP Research publisher page presenting its own survey findings and argument. The reading consistently attributes the findings and conclusion to ADP Research rather than stating them as established fact.

Our survey findings highlight the differences in perception of work between older and younger employees.

summary — pass: The title, summary and question accurately convey the report's thesis and findings in plain language: age differences in perceived skills, support, financial security, pay fairness and stress. The question follows from the source's conclusion without asserting an answer. One gap: the source's only AI link, that its survey found stress related to artificial intelligence, is not mentioned. This omission does not prevent a general reader from understanding the piece.

In short, our data shows that work looks very different to people depending on their age. Employers can learn from and adapt to these differences to bring out the best in their teams.

date — pass: The evidence date of April 21, 2026 is at day precision and matches the stated publication date. The reading uses no later events or hindsight framing. The retrieval date is disclosed. This is a publisher page, not an archive copy.

support — uncertain: Most claims match the source closely. However, the claim and summary attribute the pay-increase finding specifically to workers aged 65 and older. The source says only 'our oldest survey respondents' and does not define that group. Mapping it to the 65+ cohort is plausible but is an inference. The smallest repair is to say 'the oldest survey respondents'. The 'want to, not need to' remark is correctly kept as the source's tentative possibility.

our oldest survey respondents were the least likely to have received a pay increase in the past year

media — pass: No media was selected, and no verified media candidates were supplied, so no media item needs checking for identity or relevance.