This report confronts a radical demographic shift: if you live healthily to 60 today, you will most likely survive until you are 100. This fundamental change demands we completely reimagine how we structure our working lives, financial planning, and career trajectories.

The traditional life structure of education, work, and retirement is collapsing under the weight of longevity. The report uses three generational examples to illustrate this crisis:

• Jack (born 1945) needed to save just 5.3% of his income for 8 years of retirement

• Jimmy (born 1977) must save 19.3% for 15 years of retirement

• Jane (born 1998) would need to save an impossible 43% of her income for 35 years of retirement

For younger generations, the maths simply doesn’t work. Jane will likely need to work 50-60 years, requiring multiple career reinventions as technological disruption and economic shocks dramatically alter her world of work.

The report identifies critical actions for three age cohorts:

Ages 51+: Develop capabilities to identify and retain mature talent; craft flexible arrangements that enable workers to continue contributing beyond traditional retirement age.

Ages 31-50: Build policies supporting on-ramping and off-ramping as employees balance work with caregiving and learning; redesign career paths with built-in flexibility for rest, reskilling, and transformation.

Ages 16-30: Create diverse in-house experiences that allow exploration of multiple roles; recognise that next generations won’t operate in lockstep with traditional career timelines.

The research reveals a fundamental truth: organisations must foster lifelong learning, support continuous skill development, and build alliance-based relationships with employees that span multiple contractual arrangements throughout extended careers.