Does midlife mean anything to you? It is a flexible period between the ages of 40 and 60 that often represents an identity shift. As Houde (1994) points out, “before it comes youth, after it comes old age.” It is the moment when individuals become aware that they have probably already lived half of their lives.
It is also a time to reassess one’s career, as we become more aware of the time that has passed and the time that remains (Tripon, 2023). At this stage, career intention changes. Why? Because we revisit our priorities and rethink our relationship with time and the future. It is a moment when subjective age — the perception we have of our own age — begins to play an important role (Tripon, 2023).
“I’m too old to change careers”: what concrete impact can midlife have on our career?
Subjective age acts as a filter. Regardless of our actual age, we may feel older or younger than we are. If age is perceived as a resource, midlife can become a springboard: a time to extend one’s career, change direction, and share expertise. It can become a real source of vitality and accomplishment.
On the other hand, if age is associated with fatigue, generational distance, or the desire to disconnect, the wish to withdraw may become stronger. In this sense, age can be perceived either as a burden or as a source of richness (Tripon, 2023).
“I hesitate to return to training because of my age”
Doubts are human. Much like with career decisions, subjective age can influence our desire to return to learning. As Lacasse (2021) reminds us, adults learn differently: they want to understand why they need to learn, they are self-directed, they draw on a rich body of experience, and they learn with a practical purpose.
More specifically in midlife, education is not only about building knowledge. It can also play a role in rebuilding confidence, transforming self-image, and showing loved ones that one is still capable of evolving.
However, this process is not always simple. Some adults experience a sense of distance from younger peers, which can affect their confidence and lead them to reconsider the idea of returning to training (Boufarouj & Mdarbi, 2022; Lacasse, 2021).
What we should remember is that age can create doubt, weaken confidence, and slow down a return to training — but it can also become a source of value and renewed self-confidence (Lacasse, 2021).
Why does this have such a strong impact?
Because, in general, research shows that hope supports active aging, while negative perceptions fuel hopelessness, which can help explain the decision to withdraw. The theory of stereotype embodiment follows this logic: internalizing negative age-related stereotypes, also known as self-ageism, can lead to a self-fulfilling prophecy of decline.
As a result, it can limit behavioural changes that would otherwise support success, including academic success, for example (Joshanloo, 2025).
Obstacles and solutions
Adults are not solely responsible for the limits they place on themselves. Inclusive education still needs to be refined in order to respond to the specific needs of adult learners while avoiding stigmatization (Boufarouj & Mdarbi, 2022).
From an employability perspective, negative perceptions of aging directly influence employers’ decisions regarding the recruitment and retention of experienced workers (Tremblay, 2024). Interestingly, Tremblay (2024) explains that the obstacles identified by employers are the same as those mentioned by experienced workers themselves: workload, fatigue, compensation, technological adaptation, and more.
In other words, ageism is both internal and external, making it a collective issue. Possible solutions therefore require mutual adjustments:
- flexible schedules and part-time work
- mentoring and intergenerational knowledge transfer programs
- training adapted to new technologies
- recognition of experience rather than stigmatization
From a personal perspective, becoming aware of subjective age by asking yourself, “How do I really feel?” can help you see experience as a strength rather than a limitation.
It is also important to give yourself permission to change in a way that reflects your current needs, rather than the needs you had at age 20. To better bounce back from obstacles, developing resilience also means asking yourself: To what extent am I allowing my age to influence a decision that could better meet my current needs?
The role of the career counsellor
A career counsellor can help deconstruct internalized stereotypes, identify limiting beliefs, highlight transferable skills, and support individuals as they imagine a new career path.
Concrete tools such as a career map, 1-, 3-, and 5-year scenarios, or visualization exercises can help reduce the anxiety of feeling that it is “too late” and open up motivating possibilities (Lent et al., 2002).
Support is not limited to the individual. By listening to your experience, the counsellor can also play an advocacy role, helping to promote more inclusive environments and encourage best practices among employers.
Conclusion
Age, whether chronological or subjective, can strongly influence how we reinterpret our professional path. Far from being a period of decline, midlife can become a time of opportunity.
It is normal to doubt and question yourself in a context where anti-aging creams are openly advertised. Aging is normal, and it does not have to mean the end of something. It is a transition that can be experienced as a new beginning, realigned with current needs.
In short, adults possess a unique strength: the ability to bounce back from obstacles (Lacasse, 2021; Tremblay, 2024).
References
- Boufarouj, C. et Mdarbi, S. (2022). L’impact de l’âge sur l’usage des TIC : cas des acteurs âgés. Revue de Management et Cultures, (8), 130-147.
- Houde, R. (1994). Y a-t-il une crise du mitan de la vie ? Le Journal des psychologues, 118, 34-40. https://classiques.uqam.ca/contemporains/Houde_Renee/Y_a-t-il_une_crise_du_mitan_de_la_vie/Y-a-t-il_une_crise_du_mitan_de_la_vie_texte.html
- Joshanloo, M. (2025). Hopelessness mediates the relationship between self-perceptions of aging and negative affect : within-person results from the health and retirement study. Anxiety, Stress, & Coping, 1-13.
- Lacasse, L. (2021). L'effet du sexe et de l'âge sur les motivations à retrouver un emploi après 45 ans. (Mémoire de maîtrise, Université de Montréal).
- Tremblay, D. G. (2024). Les perceptions des employeurs et les mesures mises en place pour une meilleure rétention de la main-d’oeuvre d’expérience au Québec. Revue Interventions économiques. Papers in Political Economy, (71).
- Tripon, S. (2023). Âge subjectif et conduite de carrière chez l'adulte (Doctoral dissertation, HESAM Université).
