When age becomes a disadvantage – but could be different

In Switzerland, turning 55 often means the end of a career. Thebrokernews already reported on this on November 18, 2025. Those who have led, built and mastered crises for a long time are suddenly sidelined, not because of a lack of performance, but because of high wage costs. While we are relying on a massive loss of expertise here, another country is showing how older people can be digitally integrated rather than discarded with the help of artificial intelligence.

In China, the government is launching a nationwide initiative to systematically introduce older people to artificial intelligence. Retired people are learning how to use AI-supported applications in senior citizens’ clubs: They edit photos, create videos or use AI assistants to organize their everyday lives. For many, this is not just about practical support, but also about social participation, mental activity and self-efficacy. China is pursuing a clear plan: by 2030, artificial intelligence should be an integral part of social life, even in places where in Europe there is usually only talk of “digital backwardness”.

China is thus showing a perspective that has hardly been considered in Europe to date: Age and technology are not mutually exclusive. On the contrary, AI can give older people access to new tasks and roles. Instead of retreat, there is participation, instead of stagnation, there is development.

The Swiss way: Experienced, but sorted out

In Switzerland, the reality is often different. People in their mid-fifties who have built up companies, led teams and overcome crises are suddenly sidelined. Not because they are no longer capable of performing, but because they are considered a “cost risk” in statistics. Those with experience, networks and loyalty are increasingly becoming a problem, from strategic asset to Excel line. In corporations, banks and consultancies, it is not the function that is being replaced, but the expensive person. The loss of knowledge, stability and mentoring does not appear in any balance sheet and yet remains noticeable.

The paradox is that Switzerland is ageing rapidly. By 2035, almost a third of the population will be over 65. At the same time, employers are complaining about a shortage of skilled workers. However, precisely those who would be competent, networked and employable are being forced out of the workforce, often 10 to 15 years before the normal retirement age. Anyone who loses their job in their mid-fifties runs a high risk of falling out of the system permanently.

How age and AI could complement each other

What works in China can also open up a new way of thinking in Switzerland: It is not a question of whether older employees can handle digital technology. Most of them have long been learning new tools, leading digital teams and contributing their experience to agile processes. The real question is: why are we not using this systematically?

Instead of layoffs, models that secure knowledge and experience while reducing costs would be conceivable. Generation tandems could combine an experienced specialist with reduced working hours with a younger employee. Knowledge would not be lost via PDFs, joint work would be the trump card. AI could take over routine tasks while experienced people contribute their strengths in coordination, crisis management, leadership and mentoring.

Just as China is giving older people access to the digital world through AI, Swiss companies could open up new roles for older people through AI: as knowledge anchors, trainers, project supervisors or digital mentors.

Age discrimination is not a marginal issue, but a risk

Forcing people over 55 out of work is about more than productivity. It’s about stability, corporate culture, knowledge management and the ability to provide guidance in crises. In a world that is becoming both more digital and more complex, the value of experience and not just efficiency is increasing.

Switzerland is facing a paradox: more and more older people want to and are able to work, but fewer and fewer are allowed to. We talk about innovation and digitalization, but ignore those who could build bridges between technology, experience and society.

The future does not just belong to the young and not just to technology, but to a combination of knowledge, experience and digital expertise. The narrative needs to change: Not “too old”, but “too valuable to be lost”.

Thebrokernews regularly organizes webinars so that older employees 55+ can also benefit from AI. If you are interested, please write to: binci.heeb@thebrokernews.ch.

Binci Heeb

Read also: From 55: retired – when experience no longer counts in Switzerland