Kāhua taipakeke Age profile

The average age of the Public Service workforce as at 30 June 2024 was 44.2 years, slightly higher than in the previous three years (44.0). The average age of the workforce has trended down slightly from a peak in 2015–16 of 44.8 years. Before then, the workforce had been aging steadily, with the average age in 2000 being 40.8 years.

The proportion of the Public Service workforce that is 50 years or older has risen slightly in 2024, to 35.5% from 35.2% in 2023. This follows increases from 22.0% in 2000 to a peak of 37.4% in 2016 and then a gradual decrease through to 2023. This broadly reflects what happened in the overall New Zealand labour force where the proportion of workers aged 50 years and over went from around 22% in 2000 up to 33% in 2013, staying mostly level since then (it rose to 34% in 2021 before falling back to 33% in 2024).

Public servants under the age of 35 make up 29.5% of the workforce, down from 30.5% in the previous two years, but up from 25.3% in 2014. Contributing to that previous growth, particularly since 2016, was the increase in the Public Service workforce over these years. New recruits are generally younger and more ethnically diverse than the existing workforce. New recruits as a share of all employees (15.4%) is down from last year’s record high (21.4%) and at its lowest level since 2016 (14.2%). This is contributing to the fall in the share of public servants under the age of 35.

The following interactive visualisation allows you to look at how the Public Service age profile has changed by occupation and agency over the past decade. Asian, Pacific and MELAA employees have a younger age profile than European staff, and this may contribute to greater diversity in the Public Service in coming years.

Aged(XLSX, 138 KB)

Older workers in the Public Service – Te Taunaki Public Service Census findings

In the 2025 Public Service Census, more than 14,000 people aged 50+ responded. We define this age group as older workers.  

Overall job satisfaction was higher among older workers with 68% being satisfied or very satisfied with their job, compared to 60% for younger workers (under 50). This was slightly lower for older workers than in 2021 (71%), although the decrease was greater for younger workers (from 68%).  

Those above retirement age (65+) still working in the Public Service had the highest level of comfort with being themselves at work/with their colleagues (86%). This age group also had one of the highest rates of being satisfied with their work life balance (65%). Both these figures were similar to the proportions for this group in 2021 (88% for comfort with colleagues and 63% for work life balance). 

Older workers were more likely they were to agree that the work they do gives them a sense of accomplishment and that they’re enthusiastic about their job. Those aged 65+ had the highest rates for both of these (86% and 82% respectively). They were also as likely as the other age groups to feel accepted as a valued member of the team, with very little change from 2021 (80% in 2025 compared to 79% in 2021).  

In total, 64% of older workers felt they had access to the learning and development needed to do their job well, which was the same level as those younger than 50 and slightly more than in 2021 (62%). Those aged 50+ were less likely to agree that they are encouraged and supported to apply for developmental opportunities (eg. other roles, secondments, senior positions) – 44% compared with 56% of those under 50, a difference similar to 2021 (54% for under 50 and 45% for 50+). A high proportion of older workers feel confident in their ability to learn new digital skills but this was lower than for people under 50 – 83% compared with 92%.