Introduction Ageing populations (caused by increased longevity and declining birth-rates) have changed workforce demographics in high-income countries, placing strain on pension systems. Recent policy changes have sought to encourage work at older ages. Modifiable work-related factors may present a further opportunity to extend working lives.

Objectives To establish the influence of work-related factors on the decision to retire in a contemporary UK cohort.

Methods The HEAF study is a cohort of English participants aged 50–64 years in 2013–2014. Participants complete annual questionnaires asking about work and health. HEAF FIRST involved qualitative interviews with retirees which informed the design of a nested case-control study. Qualitative - Retirees were sampled by socio-economic status (SES) and sex. Semi-structured telephone interviews were conducted asking about reasons for retirement and were thematically analysed. Questionnaire - Questionnaires were sent to employees in 2013–2014, who had reported retirement by 2018 (cases) or had remained employed (controls), matched on age (+/-2 years) and sex. Logistic regression models adjusted for sex, age, SES, finances, and marital status were used to investigate associations between work-related factors and retirement.

Results Qualitative - Work-related factors both pushed towards retirement and pulled back towards work. Retirement decisions seemed multi-factorial and work-related factors played an important role. Questionnaire - 936 responses were received from workers (n=448) and retirees (n=488). Increased retirement was associated with the following factors: (adjusted as described above): job strain (OR 2.00, 95%CI 1.33,3.01), effort/reward imbalance (OR 1.43, 95%CI 1.26,1.63), longer commutes (OR 1.36, 95%CI 1.02,1.82), lower flexibility (OR 1.25, 95%CI 1.10,1.42), perceived declining standards 2.01 (1.51,2.68), and perceived isolation (OR 1.79, 95%CI 1.18,2.71).

Conclusion In this cohort retirement seemed to be influenced by work-related factors. Later working was more likely where workers perceived appreciation, autonomy or flexibility in their jobs. Employers may be able to encourage later working by implementing interventions based on these findings.