Retirement communications often focus on two audiences. Younger employees are encouraged to start saving early, while older workers are reminded about the decisions they may soon need to make. Somewhere in between sits a group that receives far less attention. Employees in mid-life.
According to Royal London's new workplace pensions research, people aged between 35 and 49 may represent one of the most overlooked groups when it comes to retirement planning. Just 13% of employees in this age group suggested they have a clear retirement plan, compared with 19% of 18 to 34-year-olds and 20% of those aged 50 to 69.
13%
of employees aged 35–49 have a clear retirement plan
19%
of 18 to 34-year-olds have a clear retirement plan
20%
of 50 to 69-year-olds have a clear retirement plan
This may seem surprising as these are typically employees in peak earning years. Many have been enrolled in workplace pension schemes for years and have potentially accumulated meaningful pension savings. Yet many are less engaged than might be expected, and we probably shouldn't be shocked to understand why.
Mid-life is often characterised by competing demands on time and money. Mortgages, childcare, caring responsibilities and rising living costs can all make retirement feel like a distant concern, even when it is steadily becoming more into focus. As a result, planning can be delayed and the danger is that retirement planning is left too late, rather than at a point when there is still time to act.
While younger employees may have decades to recover, and older employees may feel greater urgency, those in mid-life risk falling into a difficult middle ground. Retirement is important enough to worry about, but not immediate enough to prioritise.
The research found that 44% of employees aged 35 to 49 have thought about their retirement needs a lot or quite a lot, but, as noted earlier, only 13% have a clear retirement plan. Almost a third (31%) remain uncertain or anxious about whether their pension savings will be enough. So, despite thinking about retirement, many do not translate those thoughts into specific actions.
44%
of mid-life employees have thought a lot or quite a lot about retirement needs
31%
remain uncertain or anxious about whether their pension savings will be enough
68%
of mid-life employees have never sought advice or help about pension savings
Retirement outcomes are rarely determined by a single decision. They are the result of a series of actions taken over many years. Contribution increases, investment decisions, and retirement age expectations all benefit from early consideration. When planning is postponed, flexibility gradually narrows.
For advisers and employers, this presents an opportunity.
Many workplace engagement strategies naturally focus on employees approaching retirement. Those individuals often have immediate questions and immediate needs. However, the greatest long-term impact lies further upstream. More than two-thirds (68%) of employees aged 35 to 49 have never sought advice or help about their pension savings, making them the least likely age group to seek professional support. So, supporting employees in this age group could help address potential problems before they become difficult to solve.
The conversation does not need to begin with complex calculations. Instead, engagement should focus on practical questions.
- What age would you like to retire?
- What income do you expect to need?
- Do you know whether your current trajectory is likely to support those goals?
In many cases, these prompts can identify planning gaps that may otherwise remain hidden.
Employers may also wish to consider whether their current communications are reaching this audience effectively. Mid-life employees can fall between engagement on enrolment or retirement choices. The result is a group that may be contributing consistently while receiving relatively little support around broader planning. That is increasingly important as demographic pressures grow and retirement outcomes become more dependent on individual decision-making.
The industry often talks about engaging younger generations and supporting those approaching retirement. The findings suggest another audience deserves equal attention.
The opportunity for employers, advisers and pension providers is to reach mid-life employees before limited time becomes limited choice. Giving them the structure and support to act now could help prevent today's planning blind spot from becoming tomorrow's retirement shortfall.
Source: Our Workplace Pension research was conducted online by Opinium in July 2026 among a sample of 3,500 UK employees with a workplace pension.
Read the full Workplace Pensions Report 2026 from Royal London.
Workplace Pensions Report 2026
