Ireland’s female workforce exits earlier than men’s

Women in Ireland are exiting the workforce at higher rates than men in their late 50s and early 60s, a shift that shrinks the available pool of senior female talent just as leadership opportunities expand. Research from Balance for Better Business (B4BB) reveals that women aged 50 to 65 leave employment more frequently than their male counterparts, reducing the number of qualified candidates for executive and board positions.

The disparity is most pronounced in Ireland, where women aged 55 to 65 have a workforce participation rate of 62.9%, compared to 78.0% for men. This gap of 15.1% exceeds the EU average of 12.4%, despite Ireland’s overall strong female workforce engagement. The trend becomes more acute as women approach their late 50s and early 60s, the typical age range for promotions to senior roles.

The study identifies five primary reasons for these departures. The most common factor is unpaid caregiving, with women making up 61% of carers in Ireland, often balancing work with responsibilities for elderly relatives or adult children. Menopause also contributes significantly: 36.3% of women have considered leaving their jobs due to symptoms, while 9.2% have already done so. Workplace age discrimination and gender bias further accelerate exits, as over 90% of workers over 55 report experiencing age-related prejudice.

Career stagnation and burnout worsen the situation. Participation in professional training plummets after age 55, dropping from 41% for workers aged 45 to 55 to just 24% for those 55 to 65. Without ongoing skill development, older workers—particularly women—risk falling behind in competencies essential for leadership, including those demanded by AI-driven workplace transformations.

The implications extend beyond gender equality. Ireland’s efforts to diversify business leadership could stall if current trends persist. Minister for Enterprise, Tourism and Employment Peter Burke described the findings as a critical alert. “By addressing those barriers through supportive workplace policies, greater flexibility, and other supports, we can help ensure that talented women remain active participants in the workforce and continue progressing into leadership positions.”

Flexible work arrangements represent a vital solution. The report highlights international examples where more flexible career pathways have helped retain older employees. However, many employers still view flexibility as an optional benefit rather than a strategic retention tool. Carolan Lennon, co-chair of B4BB, emphasized the business case: Retaining experienced women must be a strategic priority. Doing so is not only essential to achieving balanced leadership, but also to strengthening the competitiveness and future growth of Irish businesses.

Ageism and gender bias intersect most directly in hiring and promotion decisions. Women over 50 frequently encounter assumptions about energy or adaptability, despite their extensive institutional knowledge. The report advocates for bias audits in recruitment, especially for roles where experience is undervalued. Without intervention, the pipeline for board seats, where women remain underrepresented, will shrink faster than it can be replenished.

Menopause policies remain an overlooked area. Few workplaces address symptoms like fatigue or cognitive difficulties, which can disrupt careers. Recommendations include manager training and targeted workplace supports.