Delaying Retirement in Germany and Europe

Bauknecht, Jürgen; Naegele, Gerhard

doi:10.1057/9781137283177_10

Cited by 12 publications

(9 citation statements)

References 31 publications

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“…EXTEND confirms the particular stress situation of employees in the professional care sector and therefore a global inequality situation for this sector (Naegele 2015). Involuntary early retirement, often for health reasons, is de facto the 'normal case' here.…”

Section: Selected Results and Policy Recommendationssupporting

confidence: 52%

“…Since then, the political goals have included encouraging older workers to work longer and more. Most experts and political decision-makers (UN, OECD, EU, national, scientific discourse) have seen this paradigm shift as an urgently needed reaction to the interaction of different irreversible demographic megatrends and their respective macro-and microeconomic effects (Bauknecht & Naegele 2015;Naegele & Bauknecht 2018.…”

Section: The Political and Societal Contextmentioning

confidence: 99%

“…All these measures are in practice mostly linked to financial incentives to work longer or, turned the other way around, to add financial sanctions for those who do and cannot do so for various reasons. In addition, active labour market programmes have been initiated in many countries and lifelong learning (LLL) measures have been intensified (Bauknecht & Naegele 2015;Naegele & Bauknecht 2018.…”

Section: The Political and Societal Contextmentioning

confidence: 99%

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The Potentials of Research and Policies on Active Ageing: From MOPACT and EXTEND to EIWO

Naegele¹

2021

Rapporter Från Åldrande Och Social Förändring

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EIWO – ‘Exclusion and inequality in late working life: Evidence for policy innovation towards inclusive extended work and suitable working conditions in Sweden and Europe’ (start 2020) – is the third project in a series of interdisciplinary projects on ‘ageing in the world of work’. EIWO is being carried out in selective EU-member states that have dealt with how the measuring of ‘success and failure factors’ can be used to extend working life (EWL) at the various levels (micro, meso, and macro). The author of this text is involved in all three projects: work package leader for MOPACT WP 3, principal investigator for EXTEND, and scientific advisor for EIWO. MOPACT WP 3 – Mobilisation the potential of active ageing: Extending working lives (2013 – 2017) – compared EU-wide efforts to extend working life with respect to ‘good practices’ on all levels and served as a starting point for EU-wide recommendations for action. EXTEND – Social inequalities in extending working lives of an ageing workforce: Old and new social inequalities in age-related occupational retirement and pension transitions (2017 - 2019) – focused on social inequalities in the transition phase to retirement and therefore implicitly on socially-selected possibilities and chances of realising a longer working life, including, for example, the professional care sector. EXTEND’s recommendations for action related primarily to preventive measures, above all securing and promoting employability to avoid emerging and/or deepening social inequalities mainly through involuntary/forced early exit. EIWO explicitly takes a life course perspective into account to better recognise and classify exclusion from and social inequalities in the late phases of employment biographies, which have been less pronounced in both MOPACT WP 3 and EXTEND, but with leading insights. This paper places these three projects in an overall context and draws relevant conclusions from the EIWO research perspective aimed at understanding a ‘social life course policy’ that considers employees’ biographies and therefore explicitly a gender perspective as reference points.

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Section: Selected Results and Policy Recommendationssupporting

confidence: 52%

Section: The Political and Societal Contextmentioning

confidence: 99%

Section: The Political and Societal Contextmentioning

confidence: 99%

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The Potentials of Research and Policies on Active Ageing: From MOPACT and EXTEND to EIWO

Naegele¹

2021

Rapporter Från Åldrande Och Social Förändring

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“…To avoid even greater unemployment, politicians, employers, and trade unions began a policy of redistributing labour at the expense of older workers by using the instrument of early retirement in the late 1970s/mid-1980s (Kohli 1990;Kohli et al 1991;Naegele 1992); among researchers, this trend is often described as 'devocationalisation of old age' ("Entberuflichung des Alters", Naegele 1992;Tews 1993). Older workers were offered various options for retiring well before the official retirement age (65 for men, 60 for women at that time) with comparably low and very often no pension deductions (Naegele 1992;Bauknecht & Naegele 2015). Main early exit routes were the early retirement options for long-term contributors to the German statutory old age income security system and the unemployment insurance (Radl 2007;BMFSFJ 2010).…”

Section: Early Retirement In the Service Of Labour Market Policymentioning

confidence: 99%

Late working life, exclusion and inequality: National policies and political-economic context in Germany

Naegele¹

2021

Rapporter Från Åldrande Och Social Förändring

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“…Training plans for older workers seem to prevail less on EWL practices in the public sector. The reason for this should be further investigated, while considering that older workers are overrepresented in this sector [45], while being generally underrepresented in further training [46]. Basically, older workers´training biographies and preferences can markedly differ from those of younger workers, so that different forms of (especially non-frontal) training for older workers can be suitable [47].…”

Section: Role Of Human Resource Policiesmentioning

confidence: 99%

Employees’ Longer Working Lives in Europe: Drivers and Barriers in Companies

Principi

Bauknecht

Rosa

et al. 2020

IJERPH

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This paper identifies, within companies’ sectors of activity, predictors of Human Resource (HR) policies to extend working life (EWL) in light of increasing policy efforts at the European level to extend working life. Three types of EWL practices are investigated: the prevention of early retirement (i.e., encouraging employees to continue working until the legal retirement age); delay of retirement (i.e., encouraging employees to continue working beyond the legal retirement age); and, recruitment of employees who are already retired (i.e., unretirement). A sample of 4624 European organizations that was stratified by size and sector is analyzed in six countries. The main drivers for companies’ EWL practices are the implementation of measures for older workers to improve their performance, their working conditions, and to reduce costs. In industry, the qualities and skills of older workers could be more valued than in other sectors, while the adoption of EWL practices might be less affected by external economic and labor market factors in the public sector. Dutch and Italian employers may be less prone than others to extend working lives. These results underline the importance of raising employers’ awareness and increase their actions to extend employees’ working lives by adopting age management initiatives, especially in SMEs, and in the services and public sectors.

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Delaying Retirement in Germany and Europe

Cited by 12 publications

References 31 publications

The Potentials of Research and Policies on Active Ageing: From MOPACT and EXTEND to EIWO

The Potentials of Research and Policies on Active Ageing: From MOPACT and EXTEND to EIWO

Late working life, exclusion and inequality: National policies and political-economic context in Germany

Employees’ Longer Working Lives in Europe: Drivers and Barriers in Companies

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