Given a dearth of theory and data on cultural values differences in retirement, we provide a multilevel framework (societal, organizational, individual) with accompanying theoretical propositions and recommended future research directions on culture and retirement. The framework integrates cross cultural management scholarship on cultural values, including collectivism and tightness, with DEI scholarship on ageism at work to help understand the cultural boundary conditions of essence on associations between retiree demography and the decision to retire, post-retirement work, and retirement adjustment. Individual and cultural values typified by both an emphasis on group boundaries (collectivism) and an emphasis on group norms (tightness) are theorized to give rise to more negative consequences for retirees. Cultural values differences between organizations and societies on hierarchy, including power distance and gender egalitarianism, are additionally theorized to give rise to more negative consequences for retirees of lower social status and women, respectively. Suggested future research directions adopting a holistic focus on cultural differences in retirement not just at the country level but also between organizations, departments, teams, and even individuals are provided, with concrete recommendations on how best to design and execute studies on culture and retirement.