Maintaining access to pension and healthcare plans  Creating a mandatory retirement age ensures that businesses will be able to maintain employees’ pension plans and healthcare schemes.  In many liberal democracies that operate without centralised, government sponsored welfare systems, the support provided by employers’ insurance systems is the only means of obtaining hospital care or a retirement income for a large number of working age individuals.  Many firms also offer so-called defined benefit pension plans to their workers. Pensions of this type guarantee that a worker will receive a certain, regular level of income on retirement – an amount calculated according to a fixed formula that takes account of an employee’s salary and the length of their service with a company.  As the Ford motor company attempted to do in 2010, many firms will attempt to remove older employees who show no desire to retire of their own volition. The older an employee is at the point of retirement, the more money- under a defined benefit plan- a firm will have to pay out in the form of pension contributions.  Further, as individuals age they will represent more of a risk in terms of healthcare liabilities. As an individual ages, the likelihood that she will develop chronic diseases such as cancer increases. The greater the aggregate age of a company’s workforce, the more likely it is that the company will, at some point, have to cover the costs of treating a serious illness.  Two specific harms result from this situation. First, employers will become reluctant to hire older individuals, aware of the increased risk that their productivity may be affected by an illness that will be treated at their firm’s expense. Second, as employees age, their retirement settlements will constitute an ever increasing burden on their employer. Life spans across the western world are collectively increasing. The longer an employee remains in work, the larger their pension, the greater the liability they represent to a business.  As a consequence, between the cost of maintaining a previous generation’s pension settlements and the cost of treating the afflictions of longer-lived workers, it is highly likely that some employee support schemes will collapse. Other schemes, as has occurred in many UK businesses, will be closed off to new employees. Either way, the obstacle presented by an aging workforce will deny a younger generation the chance to benefit from schemes and subsidies that their employer provided to their fathers and grandfathers.