Society has long been organized around a three-stage linear model of education, followed by a working career, followed by retirement. As more people work longer out of desire or necessity, this three-stage model is evolving into one that embeds continuous learning throughout longer and less linear working lives.

In the United States, a growing number of people are pursuing formal learning opportunities at age 50 and above, whether it be through credentials, upskilling/reskilling initiatives, or pursuing or completing higher education degrees. Just as adults are pursuing learning as a lifelong endeavor, so too are many employers and educators. Taken together, it is clear that lifelong learning is a megatrend shaping the future of work. What many may not realize is that investing in lifelong learning is investing in financial well-being for older workers and learners across generations and economies.

As our AARP colleague Jennifer Schramm has aptly written, “The return on education remains high.” Expanding access to lifelong learning can extend workforce participation, strengthen economic mobility, and deepen social connections, helping individuals thrive as they age. Research by the U.S. Federal Reserve indicates that financial well-being increases significantly with education. More than half of adults who attended college reported that the lifetime financial benefits of their higher education exceeded its cost. Additionally, U.S. Bureau of Labor Statistics (BLS) data indicate that higher levels of education are consistently associated with higher wages. Investments in higher education have substantially greater value when the student completes their program of study and obtains a degree. Fed data show notably lower rates of both reported financial well-being and returns on education investment among those who had attended college but did not obtain a degree than among those who did.

The benefits extend well beyond individuals: families experience intergenerational gains as well. AARP’s work with older learners has taught us that not only do they improve their own economic prospects upon obtaining their degrees, but their success also influences younger family members to pursue higher education. In fact, this desire to be an educational role model for their younger family members and communities is often the central motivation for pursuing a degree among the older learners we have worked with.

By expanding access to lifelong learning, employers also benefit from a more skilled and adaptable workforce. As we enter a new era of work, driven by emerging technologies and innovative ways of working, the demand for an agile, skilled, and educated workforce will remain high. Approximately half of the occupations in the United States analyzed by the BLS typically require a postsecondary degree, but with college enrollment rates still below pre-pandemic levels, employers can no longer rely on the traditional pipeline of young students to meet the demand for college-educated workers. Better serving the needs of working adults who aren’t of traditional student age is an important way to improve college completion rates and expand the pipeline of college-educated students in the U.S. economy.

At the same time, many employers are acknowledging that for their companies to remain competitive, their workers need to continuously develop new skills and hone existing skills. Separately and together, these trends point to the power of lifelong learning—including upskilling and reskilling—to unlock the true potential of older workers and learners.

As we can see, the improved prospects for adult graduates translate into more opportunities, not just for their families but also for their employers and local economies. This presents a strong incentive for leaders in higher education, employment, workforce development, as well as leaders in financial capacity building across sectors and roles to develop more robust support systems for all learners, regardless of their age or stage in their educational journey. Higher education leaders, in particular, play a key role. The question then is how do we get there?

A 2025 seminal report, “Generation Now: Postsecondary Pathways for Older Learners,” produced by Inside Higher Education with support from AARP, provides example upon example of institutions of higher education engaging older learners. The report explores how colleges and universities can better attract, serve, and retain these diverse, driven students, many of whom bring valuable life experience and career-focused goals to the classroom.

Several key takeaways from the report connect directly with financial health, including calls for higher education leaders to:

• Lower cost barriers for older learners, including expanding access to financial aid not only for tuition, but also for basic needs such as housing, food, transportation, emergency grants, and mental health supports.
• Strengthen connections with employer-based tuition assistance programs, both by growing programs through which employers offer to pay for or reimburse employees’ education costs and by boosting students’ awareness of the availability of such programs.
• Build financial and debt literacy so that students can make the most informed choices when it comes to financing education costs while also weighing other financial considerations that impact financial health across longer lives.

Longevity benefits organizations and economies more broadly. For the nation to reap the economic benefits of a skilled and educated workforce, employers, educational institutions, and policymakers must find more effective ways to support all adult learners, including older students. Doing so will pay dividends in financial health across generations.