Employment rates of women, low-skilled and older workers have risen

2020 ◽  
Keyword(s):  
Older Workers ◽  
Employment Rates

scholarly journals The rise of working pensioners: the Swedish case

2016 ◽  
Vol 2016 (1) ◽  
pp. 41-66
Author(s):  
Lennart Flood ◽  
Nizamul Islam
Keyword(s):  
Economic Growth ◽  
Older Workers ◽  
Working Hours ◽  
Economic Reforms ◽  
Economic Incentives ◽  
Market Work ◽  
Age Dependency ◽  
Fiscal Impact ◽  
Employment Rates ◽  
The Eu

Abstract According to the Eurostat the old-age dependency (people aged 65 or above relative to those aged 15- 64) in the EU will rise from 28% in 2010 to 58% in 2060. During the same period total hours works are projected to fall contributing to a low projected economic growth over the next half-century. In this paper we argue that this gloomy picture might be challenged by an increase in the employment rates of older workers. Using Sweden as an illustration we show that the ratio of individuals with income from both pension and market work has increased strongly during the last decade. During the same period economic reforms have been introduced creating economic incentives in order to delay the exit from the labor market. In this paper we demonstrate the importance of these economic reforms in explaining increased working hours. The paper also evaluates the fiscal impact of the increase in the employment rates.

Skills and Training for the Older Population

2017 ◽  
Author(s):  
Wendy Loretto ◽  
Chris Phillipson ◽  
Sarah Vickerstaff
Keyword(s):  
Older Workers ◽  
Training And Development ◽  
Active Ageing ◽  
Training And Education ◽  
Training Development ◽  
Work Training ◽  
Employment Rates ◽  
The Uk ◽  
To Receive ◽  
And Training

Despite rises in employment rates across many countries, older workers (those aged 50+) are less likely than younger employees to receive workplace training and skills development. Using the UK as its starting focus, this chapter analyses the theoretical and empirical reasons for these gaps. The analysis covers in-work training and development, as well as considering the position of those older people who are unemployed but looking for work. The discussion also embraces the roles of training and education for older workers who may want to delay retirement or retire flexibly, and examines the relationships between training, development and active ageing. Concluding discussions highlight national and international policy initiatives to encourage investment in educating and training for this new work generation.

scholarly journals EMPLOYMENT AFTER NORMAL RETIREMENT AGE: EMPLOYERS’ MOTIVES AND EXPERIENCES

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S129-S130
Author(s):  
Jaap Oude Mulders
Keyword(s):  
Older Workers ◽  
Population Aging ◽  
Developed Countries ◽  
Mandatory Retirement ◽  
Retirement Age ◽  
Opportunity Structures ◽  
Labor Market Dynamics ◽  
Employment Rates ◽  
Using Data ◽  
Retirement Systems

Abstract Due to population aging, older workers in developed countries are working much longer than previous cohorts. Some older workers even extend their careers beyond normal retirement age – or the age that is traditionally associated with retirement. While earlier work has studied employees’ motives and experiences while working after normal retirement age, motives and experiences of employers remain unexplored. Understanding employers’ perspectives is imperative for a better grasp of employees’ opportunity structures and labor market dynamics. This is especially relevant in countries with mandatory retirement systems, since here employer and employee need to negotiate a new contract after normal retirement age. I study employers’ motives to and experiences with employing older workers after normal retirement age using data from a 2017 survey among 1,312 Dutch employers. The Netherlands has mandatory retirement regulations but is also seeing an increase in employment rates after normal retirement age. Results show that 54% of employers have, in recent years, employed one or more older workers beyond their normal retirement age. This is especially common in education. 70% of employers are very positive about their previous experiences with employing older workers after normal retirement age, mostly because they had rehired older workers with unique knowledge and experience. However, employers also hardly ever took the initiative for such employment arrangements, instead leaving it to the older workers to show the desire to continue working. Although employers are largely positive, they see it as a limited phenomenon, and do not consider it a solution to labor shortages.

scholarly journals From Work Ability Research to Implementation

2019 ◽  
Vol 16 (16) ◽  
pp. 2882 ◽  
Author(s):  
Ilmarinen
Keyword(s):  
Human Resources ◽  
Work Ability ◽  
Older Workers ◽  
Work Disability ◽  
Early Retirement ◽  
Intervention Studies ◽  
Work Force ◽  
Work Arrangements ◽  
Research Activities ◽  
Employment Rates

Work ability research started in Finland in the 1990s due to the challenges of work force aging. The employment rates of older workers (55+) were below 40% and early retirement and work disability rates were rather common in many European countries. The work ability concept and methods were developed and broad international research activities started in the 1990s. A comprehensive promotion model for work ability was created aiming to prevent work ability from declining during aging. However, to be able to impact the work ability is a complicated and difficult task, and requires effects on human resources, work arrangements, and management. Therefore, only a limited number of intervention studies have shown an improvement of work ability during aging. This article introduces some possibilities regarding how to make work ability interventions more successful.

scholarly journals Continuous Education Of Older Employees: Cost Or Benefit?

2012 ◽  
Vol 11 (8) ◽  
pp. 911
Author(s):  
Jana Znidarsic
Keyword(s):  
Older Workers ◽  
Social Protection ◽  
Financial Burden ◽  
Continuous Education ◽  
Older Employees ◽  
Self Confidence ◽  
Life Long Learning ◽  
Protection Systems ◽  
Employment Rates ◽  
Social Protection Systems

The complexity of consequences of population ageing is posing a threat to the EU macro-economic performance, as well as to the competitiveness of every single enterprise. In this context, increases in participation and employment rates for older workers are essential to help sustain economic growth, and manage the rising financial burden on social protection systems. Between HRM approaches, policies and instruments continuous education of older employees seems to be extremely important when striving to prolong employees working life. Up-to-date knowledge improves older workers workability and enables people to remain employable. Moreover, it is beneficial for self-confidence, which in turn influences an intrinsic motivation for prolonging working life.The aim of this paper is to highlight the importance of continuous education of older employees and benefits that life-long learning brings to company. However, stereotyping older employees still puts numerous obstacles for continuous education and this is why the paper sheds light upon myths that need to be avoided. Simultaneously, real facts considering older employees education are brought up to the surface. Finally, the paper offers many suggestions for long-life learning with special emphasize on improving education of older employees.

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