75% of older Midwest workers refuse relocation due to family ties housing costs and generational expectations

A recent study has shed light on the struggles of older workers in the Midwest who face late-career job loss. Researchers conducted in-depth interviews with 62 older Minnesotans who lost white-collar jobs later in life, revealing that nearly 75% refused to relocate for new employment opportunities [1]. This reluctance is driven by three key obstacles, which make relocation an unattractive option for many individuals over the age of 50.

The first and most frequently cited challenge is family ties. Many of the interviewees were deeply embedded in their communities, with commitments to adult children, grandchildren, aging parents, and spouses who had become primary earners. For some, these connections were not only economic but also emotional—factors that made the idea of uprooting their lives seem non-negotiable [1]. Corporate relocation programs often overlook these personal constraints, yet they play a critical role in determining whether older workers are willing to consider a move.

A second issue is the high cost and complexity of the housing market. Interviewees frequently cited high mortgage interest rates and a tight real estate market as major barriers to relocation. Many had lived in the same area for decades and had developed strong emotional and financial attachments to their homes. For those who had already faced financial setbacks—such as those impacted by the 2008 Great Recession—the idea of selling a property in a stagnant or declining market was particularly unappealing [1].

The third challenge is rooted in generational expectations. The majority of the interviewees were baby boomers who entered the workforce during an era when long-term job security was more common. Their late-career job loss disrupted those expectations, leading to deep skepticism about whether relocation could offer any real stability. Given the limited time remaining in their careers, many viewed the financial and personal risks of moving as too high [1]. Unlike younger generations, these workers often saw relocation not as a strategic career move, but as a last resort.

Some companies are beginning to offer non-standard relocation incentives that could make the process more appealing for older workers. These include mortgage assistance, guaranteed home buyouts, and reimbursement for below-market home sales. A small but growing number of employers also offer guaranteed employment for a set duration to those who accept relocation offers. While these measures represent progress, they are still relatively rare and often not tailored to the unique needs of older workers and their families [1].

The findings suggest a need for employers to rethink their recruitment and retention strategies, particularly as the workforce continues to age. Older workers bring experience, strong work ethics, and a sense of duty that are increasingly valuable in today’s labor market. By addressing the specific challenges that prevent this group from relocating—such as family obligations, housing costs, and generational expectations—employers can better support an aging workforce and strengthen their competitive edge in a tight talent market [1].

Source:

[1] American Idle: Late-Career Job Loss in a Neoliberal Era — https://fortune.com/2025/08/24/older-americans-rural-layoffs-movement-housing-family-boomers/