Let's stop wasting our retired experts
Every year, thousands of seasoned experts retire from the public and private sectors of Ghana’s economy.
Many of these retirees would have spent about three to four decades building institutions, managing complex projects, mentoring younger professionals, solving real problems, navigating institutional complexities, managing people and learning from both successes and failures.
Retirees, therefore, possess valuable expertise or professional experience which cannot be easily imported or manufactured.
Unfortunately, Ghana’s institutional systems rarely provide structured avenues for retaining or utilising this vast expertise after retirement. Once retirement arrives (usually at age 60), society and industry largely ignore them, as if their expertise has suddenly expired.
It is regrettable that whilst retiree experience is a silent but valuable national asset, retired professionals represent one of Ghana’s most underutilised national resources.
At a time when Ghana is facing significant development challenges from productivity gaps in public institutions to the need for stronger entrepreneurship and innovation, we cannot afford to waste the vast reservoir of knowledge and experience embodied in our retired professionals.
However, once these professionals turn 60, they abruptly move from high responsibility to limited engagement.
Ghana’s rigid retirement laws force capable professionals out of service prematurely, leading to the underutilisation of their vast expertise.
This represents not only a personal loss for retirees but also a significant national waste of knowledge, skills and institutional memory.
Experience in drain
Non-utilisation of retiree experts is a huge cost to Ghana and a reduction in national productivity.
Highly capable professionals who still have 15–20 productive years ahead of them after retirement are often left underutilised.
In a country such as Ghana facing skills shortages, such a situation should be considered economically irresponsible.
When experienced professionals exit the workforce without mechanisms for continued engagement, organisations lose valuable historical knowledge about policies, processes and lessons from past successes and failures.
Lessons learned over decades can disappear overnight, which could be a big loss to any economy.
Ghana lacks a structured mentorship programme for its young professionals.
The country’s failure to leverage the rich expertise of retired professionals results in weak mentorship for young professionals which negatively affects entrepreneurship and business development.
Ghana has a vibrant and youthful population with great entrepreneurial potential, yet many startups fail due to lack of guidance, strategic planning and managerial experience.
Young professionals entering leadership roles may struggle without mentorship. Retired experts can provide critical mentorship and invaluable guidance to startups, students, young engineers, entrepreneurs, teachers, public administrators, trainee managers, etc.
Another reality is that the underutilisation of retired resources in Ghana results in brain drain.
Of course, retirees also know how to go out there to seek greener pastures.
The social cost of wasting retiree expertise cannot be discounted.
Retirement can bring psychological and medical challenges to many professionals who suddenly move from highly active roles to limited engagement.
Many retirees experience a loss of identity, reduced social engagement and financial stress despite having much to offer society.
A society that sidelines its experienced citizens risks losing not only productivity but also valuable wisdom, social stability and intergenerational continuity.
Moreover, there is no structured platform for retirees to continue contributing to national productivity after retirement.
Ghana currently lacks a clear policy on retiree engagement and relevant institutions to leverage on retirees’ expertise.
Practices
Across the world, nations are increasingly recognising that retired resources are a silent national asset.
Many countries have recognised the value of retired professionals to national development.
Countries such as Japan, Germany and Singapore actively promote “active ageing” policies, encouraging retirees to participate in consulting, mentoring and flexible employment.
Japan encourages retirees to remain active in volunteerism, part-time work, mentoring and consulting.
In Singapore, retired professionals are often re-hired under flexible arrangements to support knowledge transfer.
In Germany, companies frequently maintain senior expert programmes, where retired engineers and specialists provide consultancy on critical projects.
Considering the foregoing, Ghana can no longer afford to neglect one of its most valuable resources: retired, experienced professionals.
Conclusion
Harnessing retired expertise in Ghana could strengthen institutions, support entrepreneurship, improve governance and accelerate development.
Retirement should never mean redundancy and Ghana must sustain its human expertise.
The time has come for a national conversation which ensures that the knowledge and wisdom of Ghana’s retired professionals remain a vital part of the country’s development journey.
Thankfully, in a recent study in January 2026, the Centre for Retired Experts (CREX) affirmed that given the opportunity, retirees in Ghana are available, able and willing to continue working after retiring at age 60.
The writer is with the
Centre for Retired Experts (CREX)
P.0. Box CT 22, Cantonments, Accra
E-mail:
