Blackwood man Leighton Potter downed tools on a 40-year automotive career when he took voluntary redundancy in his mid-50s in December 2004.

But far from putting his feet up, the energetic grandfather-of-two opted to motor ahead with a new career in the housing sector and now, at the age of 65, shows no signs of putting the brakes on working life.

Very quickly after leaving his job as a supervisor with a local Automotive Brake Manufacturer, Leighton realised the quiet life wasn’t for him, so he signed up with the Seren Group – one of Wales’ largest housing and support businesses – and began learning new skills for a facilities management role, looking after the group’s huge portfolio of buildings.

After a happy decade with Seren, he still sees a bright future that involves adding more skills and continuing to work for years ahead.

Leighton is one of a growing number of older workers in Wales who are revitalising their skills in order to extend their working lives. Forecasts say, by 2020, a third of Wales’ working-age population will be over 50.

The Welsh Government is now urging employers to invest in the skills of older employees, both for the individual’s wellbeing and for the benefit of their businesses. Research shows employers need to hold onto the skills and experience of older staff in order to be competitive and to avoid a huge threatened shortage of workers in the next decade.

Based on UK figures, it is predicted that, unless more people stay at work in their 50s and 60s, Wales could face a shortfall of nearly 300,000 in the numbers available to fill vacancies generated by new job creation and natural replacement requirements by 2022. Despite the need for workers, it is estimated more than a million British people have been ‘forced out’ of the workforce by redundancy or ill-health while still in their 50s.

As a facilities management assistant, Leighton now operates across different departments within Seren, working on building management, purchasing and other wider projects. The new role requires extensive technical, people-management and communication skills, all of which he has learned and developed further since switching career.

Seren facilitated his up-skilling through extensive software and data-management training to help him get to grips with his new job requirements.

Leighton said: “After taking a voluntary redundancy in my fifties, I was fully intent on getting back to work, so, when the opportunity came up with Seren Group, I jumped at the chance to get back into a bustling work environment. This role was a complete change from any previous employment experience, so I knew I would have to learn new skills to keep up to speed with the job in hand.

He said: “In this role there is always something new to learn, and my skills and knowledge are constantly evolving. Working with younger staff members I find myself learning things from them every day, but I’m also able to pass down my experience and knowledge to them, which I have accumulated throughout my working life.”

Neil Ingham, Seren Group Director said: “As an employer we understand the value of investing in our older workers and recognise that the experience they bring to the team adds to the service we are able to offer.”

Julie James, Deputy Minister for Skills and Technology urged more employers to invest in older workers, pointing out that research shows only 31 per cent of employers currently have a HR Strategy for managing and developing older workers.

She said: “Older workers are a huge potential asset to the Welsh economy and we must make the most of that by continuing to update and adapt their skills. Employers who are willing to invest time and money in upskilling these workers will reap the rewards and Wales as a whole will benefit. This is very much part of our Ageing Well in Wales strategy. The skills of older workers are vital for our economy but work is also good for the health and wellbeing of individual workers themselves.”

She added: “We can’t afford to have skilled and experienced people leaving our workforce prematurely. Not only can they add value through their own work but also by mentoring and encouraging younger colleagues. Contrary to many myths, older workers tend to be very flexible and adaptable and statistically have few absences than other employees.”