A common objection is that they will leave as soon as they can find a 'better' (higher-paying) job. So not worth it to invest in them. This sucks, but it defi

A common objection is that they will leave as soon as they can find a 'better' (higher-paying) job. So not worth it to invest in them. This sucks, but it definitely explains a lot of discrimination at the higher-end of the scale. The OP has a 71-year-old who couldn't find work. It must be very difficult for an employer to agree to hire this person, get them trained up on their specific business processes, only for them to have a serious health issue (and/or die) inside of a year. I get that this can happen to anyone, but the likelihood is of course greater the older you get. Maybe employers could take out some kind of insurance on their employees, with the cost based on the actuarial tables and taken out of the employees' salaries (kind of what you suggest).