It is also an opportunity to re-think workplace design to ensure facilities provide safety and functionality for older workers. For many, working beyond age 65 is less about choice and more about financial stability. For employers, this means older workers will increasingly remain part of the workforce for longer periods of time. Differential treatment in benefits plans may create tensions between legislation, insurance structures, and evolving human rights tribunal decisions. A proactive review today can help prevent costly disputes, human rights complaints, and policy gaps tomorrow.