Sri Lanka’s Employment Profile by Age Group

Sri Lanka’s Labour Force Survey 2024 provides important insights into how employment is distributed across different age groups. Understanding this age profile is critical for employers, HR professionals, and policymakers as it directly affects workforce sustainability, productivity, and future talent planning.

A Workforce Dominated by Older Age Groups

Labour Force Survey data shows that nearly two-thirds (64.7%) of total jobs in Sri Lanka are held by individuals aged 40 years and above. In numerical terms, this age group accounts for over 5.4 million jobs out of an estimated 8.35 million total jobs in 2024.

While this reflects a workforce rich in experience and institutional knowledge, it also highlights the growing importance of succession planning, leadership development, and knowledge transfer within organisations.

Limited Youth Participation in Employment

Young people aged 15–24 years contribute only about 7.3% of total jobs in Sri Lanka. Those aged 15–19 account for just 1.2%, while the 20–24 age group represents 6.1% of total employment.

This low participation rate points to extended education pathways, skills mismatches, and limited entry-level opportunities. For HR leaders, this emphasises the need for internships, apprenticeships, and structured school-to-work transition programmes.

The Core Working-Age Segment

Employees aged 25–39 form a significant portion of Sri Lanka’s workforce. The 25–29 age group accounts for 8.5% of total jobs, while the 30–39 age group contributes 19.5%.

This segment represents the country’s core productive workforce and future leadership pool. Retention strategies, career progression pathways, and continuous upskilling are essential to keep this group engaged and prepared for senior roles.

Secondary Jobs and Older Workers

The data also shows that secondary jobs are largely taken up by individuals aged 40 and above, accounting for nearly 80% of all secondary employment. This indicates a growing reliance on multiple income sources, particularly among older workers.

For employers, this highlights the importance of fair compensation, workload management, and employee wellbeing initiatives.

Implications for HR Strategy

Sri Lanka’s age-based employment structure presents both challenges and opportunities. HR leaders should prioritise:

– Strengthening youth entry pathways into employment
– Developing succession and knowledge-transfer plans
– Reskilling and upskilling older employees
– Creating age-inclusive and flexible workplaces

Aligning HR strategies with workforce age trends will be essential to building a resilient and sustainable labour market.

Reference:

Department of Census and Statistics (DCS), Sri Lanka – Labour Force Survey, Annual Report 2024 (Tables 8.8 and 8.9)