Although there is rich literature on factors that affect participation and exit patterns of individuals in late working life, theemphasis on individual decision making rather than employer behavior. However, the employer’s decision to hire orterminate the contracts play important role in unemployment and exit of the older workers in late working life. This paperaims to understand the link between the organizational structure and the sector of the companies in the companies’employing behavior of the older employees. Using Swedish registry data that involves all companies in Sweden that have atleast one gainful employee between the years 1990-2018, this study investigates how do age, gender, educationcomposition, sector and the scale of the company affect its likelihood of hiring and terminating employment of olderemployees by age, gender, and education. This paper shows that the likelihood of entry and exit of older employees differamong the companies in different sectors as well as with different age and education composition. This contributes to theinequality among the groups that are structurally distributed in different sectors or type of companies in late working life.