16 Retirement and exiting the workforce

Retirement intentions

Table 16.1 reports the retirement intentions of the oral health workforce by registration division. The unweighted retirement intentions of the oral health workforce by registration division are reported in Appendix Table 16.1. The retirement intentions of the oral health workforce demonstrate distinct patterns across registration divisions, reflecting varying career stages and professional trajectories. On average, the oral health workforce intends to retire at approximately age 57, with differences by division. DHs reported a slightly later average retirement age of 59 years, while DTs and OHTs indicated plans to retire slightly earlier, at an average of 58 years and 56 years, respectively. Dual-qualified DT/DHs expected to retire at the latest age of 61 years.

In terms of age groups, the majority of practitioners across all divisions plan to retire between the ages of 60 and 69, with 57.4% of DHs, 57.9% of DTs, 48% of OHTs, and 72% of dual-qualified DT/DHs indicating this as their retirement range. A small proportion (1.7%) of DHs and (8.8%) of DT/DHs anticipate retiring between 70 and 79 years of age, suggesting that a few OHPs continue working well into their later years. A negligible percentage of the workforce, around 1% across all divisions, expects to retire after the age of 80. Notably, OHTs showed the highest proportion of individuals planning to retire before age 60, with 32.5% indicating intentions to retire between 50 and 59 years of age.

Table 16.2 reports the weighted average intended retirement age by demographic characteristics. Appendix Table 16.2. reports the unweighted average intended retirement age by demographic characteristics. The weighted average retirement age of the oral health workforce reveals notable variations based on demographic characteristics such as age, gender, and state of primary practice. Across the entire workforce, the average intended retirement age increases with the age of the respondent, reflecting a trend toward extending working years as individuals approach typical retirement age. Those under 30 years old have a median intended retirement age of 52 years, while those aged 30–39 intend to retire at a median age of 55 years. The intended retirement age increases further among OHPs aged 40–49, reaching a median of 60 years, while those aged 50–59 plan to retire at 62 years. OHPs aged 60 or older indicated the latest retirement intentions, with a median age of 66 years.

Gender also plays a role in retirement intentions. Female OHPs intend to retire later, at a median age of 58 years, compared to their male counterparts, who reported a median retirement age of 53 years. Retirement intentions also differ by state. OHPs in NSW and QLD report a median retirement age of 59 years, similar to those in SA, with a median retirement age of 57 years. VIC and WA OHPs, however, intend to retire slightly earlier, at a median of 56 years of age. The NT had the lowest reported retirement age, with OHPs planning to retire by a median age of 54 years, while OHPs in the ACT reported a wider range of retirement intentions, with a median of 57 years of age.

Table 16.1. Weighted retirement intentions of the oral health workforce by registration division.

1 Weighted median (Q1, Q3)
‡ Practitioners with other combinations of oral health registrations division were grouped and should be interpreted with caution.
⁑ Estimates equated to zero based on survey responses and weighting. However, there may be low numbers of actual practitioners in this group.

Table 16.2 Weighted average intended retirement age by demographic characteristics.

Interpretation

The retirement intentions of the oral health workforce indicate several notable trends that reflect both demographic factors and regional differences. On average, OHPs plan to retire at around age 57, suggesting a relatively low average retirement age. However, this figure also prompts questions about sustainability and workforce turnover in the coming years for certain divisions.

A significant majority of OHPs across all divisions anticipate retiring between the ages of 60 and 69 years. This suggests that their intentions to retire are similar to the average Australian worker, and those working specifically in the healthcare industry (Australian Bureau of Statistics, 2024). Interestingly, younger OHPs express intentions to retire earlier than their older counterparts, which could reflect a lack of future planning for retirement, changing values regarding work-life balance or career fulfillment.

Gender differences also emerge, with female OHPs intending to retire later than male OHPs. This may indicate a broader trend of women in the workforce seeking to extend their careers, possibly driven by factors such as increased job satisfaction or the need for continued financial stability through the gender pay gap (Lala & Thompson, 2020). Understanding these dynamics is essential for addressing potential gender disparities in career longevity and progression.

Geographically, OHPs in NSW and QLD plan to retire later than those in other states and territories. This trend may be influenced by the higher cost of living in these areas (Deloitte, 2022), compelling OHPs to remain in the workforce longer to secure financial stability. Other areas for future reserach to explore include other factors that may influence career satisfaction and later retirement including avalibility of permanent jobs, workplace conditions and other renumeration or salary benefits. The regional disparities highlight the importance of contextual factors such as geographical location in shaping retirement intentions.

These findings highlight the complex interplay of age, gender, and geography in shaping the retirement intentions of OHPs. With many OHPs planning to retire in the next decade, understanding these patterns is crucial for workforce planning and development strategies aimed at ensuring a robust and sustainable oral health system.

Sources

• Australian Bureau of Statistics. 2024. Retirement and Retirement Intentions, Australia. Retrieved from:
  https://www.abs.gov.au/statistics/labour/employment-and-unemployment/retirement-and-retirem ent-intentions-australia/latest-release
• Deloitte. 2022. Comparative analysis of cost of living. Retrieved from: https://www.wa.gov.au/system/files/2022-07/comparative-analysis-of-cost-of-living.pdf
• Lala R, Thompson W. 2020. ‘An equal world is an enabled world’: Equality in the dental profession. British Dental Journal in Practice, 33(2), 17-19.