Gainful occupation when reaching pensionable age?Instruments to further labour market participation rates of the elderly. lessons from the Swedish and the Finnish example

在德国，老年就业者的比例逐渐增加，领取养恤金的年龄限制也随之提高。事实上，随着越来越多的老年工人开始工作，他们中的更多人将不得不工作，在某些情况下，不仅要工作到领取养老金的年龄，而且还要远远超过这一年龄。这有时是由于他们自己决定在以前通常报酬丰厚的职位上保持活跃。另一方面，特别是在低收入不稳定的就业市场部分，老年工人的养老金权利可能变得太低，无法确保体面的收入替代，因此工人可能不得不出于经济原因继续工作。统计数据显示，一些要求工作时间超过领取养老金年龄的工人实际上得到了这个机会。不过，现时提供职位的机会并不足够应付需求，而这个差距预期在未来会大大扩大，最近的学术研究显示，对劳工市场的规管和法律的限制，是导致年长工人的职位相对较少的原因。原则上，即使有经验、值得信赖和知识渊博的人达到相关的年龄限制，企业也有兴趣留住他们，可能会回避实际延长合同。对延长退休年龄的人、延长退休年龄的时间以及延长退休年龄的条件的法律的限制通常被指责对超过退休年龄的工作造成了限制性影响。这种调查结果是否应导致修改反歧视立法、定期合同条例或解雇法的个人范围，主要是一个应由立法者决定的政治问题。尽管如此，已经有人提出了对老年工人的劳动法灵活化的要求。本文提出的项目将通过比较法增加老年人灵活保障问题的可能解决方案。北欧国家在相当长的一段时间内积累了一些实际经验，通过解决老龄化社会的问题，一方面社会伙伴维护提前退休协议，另一方面企业不热衷于处理老龄化的劳动力，来平衡公共利益，以维持体面的养恤金标准。最后，最受关注的是瑞典模式，该模式一直延伸到欧盟法院，但芬兰也制定了退休年龄后工作的战略。这两个国家都不是仅仅通过法律规定，而是通过相对强大的工会缔结的集体协议来实施劳动力市场监管。将德国现行制度与这些国家进行比较，也提供了讨论最佳监管水平的机会：在芬兰，通过法规进行监管的趋势有所增加，而在瑞典，集体协议仍然享有相当强的地位。两国都选择为ke创造激励措施

While the percentage of employed older workers in Germany gradually increases, the age limit for pension entitlement also increases. As more older workers in fact do work even more of them will have to, and in some cases not only until reaching pensionable age but well beyond this limit. This is sometimes due to their own decision to remain active in their previous usually well rewarded position. On the other hand, especially in the lower paying unstable job market segment older workers pension entitlement can become too low for securing a decent income replacement so that workers may have to stay on for economic reasons. Statistics show that some workers asking to be employed for longer than until reaching pensionable age actually get this opportunity. Nevertheless, offer nowadays are less frequent than need be for meeting demand and this gap is expected to widen considerably in the future.Recent academic research has it that regulation of and legal restrictions to the labour market can contribute to the relative scarcity of job offers to elderly workers. Undertakings in principle interested to keep experienced, trustworthy and knowledgeable personell in employment even after their reaching the relevant age limit maybe shying away from actually offering contract prolongation. Legal restrictions on whom to offer a prolongation, for how long and under which conditions usually stand accused of causing prohibitive effects on working beyond pensionable age. Whether such finding should lead to a modification of the personal scope of antidiscrimination legislation, regulation of fixed term contracts or of dismissal law is primarily a political question to be decided by the legislators. Nevertheless, request in direction of labour law flexibilisation for elder workers have already been put forward.The project herewith proposed will add to the number of possible solutions to the problems of flexicurity for the elderly by means of comparative law. The Nordic countries developed for quite some time practical experiences in balancing the public interest for maintaining a decent standard of pension entitlements by combating problems of an aging society with social partners defending early retirement agreements on the one hand and undertakings not enthusiastic of handling a graying workforce on the other. Most attention was lastly provided to the Swedish model which went up all the way to the CJEU, but also Finland developed strategies for working beyond retirement age. Both countries are not operating labour market regulations merely through statutory provisions but additionally through collective agreements concluded by relatively strong unions. Comparing the current German system to such countries offers the chance of discussing also the best level of regulation: Whereas in Finland regulating through statutes tends to increase, in Sweden collective agreements still enjoy a rather strong position. Both countries have opted for creating incentives for ke