Although there is rich literature on factors that affect participation and exit patterns ofindividuals in late working life, the emphasis on individual decision making rather thanemployer behaviour. However, the employer’s decision to hire or terminate the contracts playimportant role in unemployment and exit of the older workers in late working life.This paper aims to understand the link between the organizational structure and the sector ofthe companies in the companies’ employing behaviour of the older employees. Using Swedishregistry data that involves all companies in Sweden that have at least one gainful employeebetween 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 terminatingemployment of older employees by age, gender, and education.This paper shows that the likelihood of entry and exit of older employees differ among thecompanies in different sectors as well as with different age and education composition. Thiscontributes to the inequality among the groups that are structurally distributed in differentsectors or type of companies in late working life.