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This article tries to uncover what value is placed on older nurses in the NHS in Great Britain. Much is made of the country's demographic shifts to an ageing population and implications of this for health care and nursing. But the ageing of the nursing workforce itself requires equal thought, planning and change of attitudes. Older nurses are a valuable resource to the NHS, not just as members of a workforce that is facing recruitment challenges, but because they bring experience and provide role models and mentoring for younger or inexperienced colleagues, such as those from overseas or those returning to practice.

Aim: To investigate the options, decisions and outcomes for nurses aged over 50 in terms of remaining in, retiring from, or returning to, work in the NHS., Method: Interviews were conducted with 18 employers, advisers and policy makers linked to the nursing labour market. They were conducted by telephone (n = 14) or face to face (n = 4), recorded (with consent), transcribed and analysed thematically. Interviews were also held with 84 older nurses who were remaining in nursing, had retired or had returned to nursing. One focus group was held with older nurses who 'remained' in Scotland (n = 11) and the rest of the data were collected in face-to-face and telephone interviews (n = 73). Again, interviews were recorded (with consent), transcribed and analysed thematically., Results: There is a gap between the rhetoric of policy and the implementation of practice in the employment of older nurses., Conclusion: Older nurses could continue to make a valuable contribution to the NHS, especially in light of the shortage of nurses, but their value is not always recognised. If older nurses are to continue making a contribution then they need good advice about employment, retirement and pension options.