The United Kingdom government's ‘business case’ approach to the regulation of retirement
The United Kingdom government's ‘business case’ approach to the regulation of retirement
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英国政府对退休监管的“商业案例”方法
DOI：
10.1017/s0144686x09990705
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发表时间：
2010
影响因子：
2.5
通讯作者：
M. Flynn
中科院分区：
文献类型：
--
作者：
M. Flynn
在《2006年就业平等（年龄）条例》中，英国政府将“默认”退休年龄设定为65岁，此后雇主可以强制工人退休，并规定雇主有义务考虑任何雇员在默认年龄之后继续工作的“商业案例”。这是一种“轻触式”的方法，旨在减少工作场所的年龄歧视，改变既定的“退休文化”。虽然鼓励有生产力的工作人员在65岁以上继续留任，但将政策的执行和目标的实现留给雇主自行决定。本文通过对来自不同组织的70位经理的采访，探讨了英国雇主是如何适应法律的。总的来说，收集到的证据表明，商业案例方法作为改变雇主做法的一种手段存在局限性。研究发现，通常是直线经理，而不是高级经理或人力资源专家，决定哪些员工在65岁后可以继续工作。因此，研究表明，65岁及以上的员工保住工作的机会，更多地是他们与直接上司的个人安排的结果，而不是组织政策和实践的变化。总之，有证据表明，既定的退休文化已经发生了巩固，而不是根除。
ABSTRACT In the Employment Equality (Age) Regulations 2006, the United Kingdom government set a ‘default’ retirement age of 65 years after which an employer can compulsorily retire workers, and made it obligatory for employers to consider the ‘business case’ for any employees' requests to continue in work after the default age. This is a ‘light touch’ approach to reducing age discrimination at the workplace and to changing the established ‘culture of retirement’. While encouraging productive staff to remain in post beyond 65 years of age, it leaves implementation of the policies and achievement of their goals to the discretion of employers. This article explores how British employers are adapting to the law, by drawing from interviews with 70 managers from a wide range of organisations. Overall the collected evidence shows the limits of a business case approach as a means of changing employers' practices. It was found that line managers, rather than senior managers or human resources specialists, generally decide which employees can stay employed after age 65 years. Consequently, the research suggests that opportunities for workers aged 65 or more years to stay employed are more the result of individual arrangements with their immediate managers than changes in an organisation's policies and practices. Altogether, the evidence suggests that consolidation rather than eradication of the established retirement culture has occurred.