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

达到领取养老金年龄时有报酬的职业？提高老年人劳动力市场参与率的手段。

• 批准号: 249919859
• 负责人: Professorin Dr. Monika Schlachter-Voll
• 金额: --
• 依托单位: Lunds Universitet
• 依托单位国家: 德国
• 项目类别: Research Grants
• 财政年份: 2014
• 资助国家: 德国
• 起止时间: 2013-12-31 至 2016-12-31
• 项目状态: 已结题
• 来源: https://gepris.dfg.de/gepris/projekt/249919859?language=en
• 关键词: Gainful; occupation; when; reaching; pensionable

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

在德国有工作的老年工人的比例逐渐增加的同时，领取养老金的年龄限制也提高了。随着越来越多的老年工人实际工作，他们中将有更多的人不得不工作，在某些情况下，不仅要到领取养老金的年龄，而且要远远超过这一限制。这有时是因为他们自己决定在之前通常报酬丰厚的职位上保持活跃。另一方面，特别是在薪酬较低、不稳定的就业市场部分，年长工人的养老金可能会变得太低，无法确保体面的收入替代，因此工人可能因为经济原因不得不留下来。统计数据显示，一些要求工作时间超过退休年龄的工人实际上得到了这个机会。然而，目前提供工作的频率低于满足需求所需的频率，而且这种差距预计在未来将显著扩大。最近的学术研究表明，对劳动力市场的监管和法律限制可能导致向老年工人提供的工作机会相对稀缺。原则上有兴趣留住有经验、值得信赖和知识渊博的人的承诺，即使他们达到了相应的年龄限制，也可能会回避实际提出延长合同。对谁提供延长、延长多长时间以及在哪些条件下提供的法律限制通常被指控对超过领取养恤金年龄的工作造成禁止性影响。这一调查结果是否应导致修改反歧视立法、固定期限合同或解雇法的个人范围，这主要是一个由立法者决定的政治问题。然而，已经向老年工人提出了修改劳动法的要求。因此，拟议的项目将通过比较法的方式增加解决老年人灵活保障问题的可能数量。北欧国家在相当长的一段时间里积累了实际经验，通过与老龄化社会的问题作斗争，一方面与社会伙伴捍卫提前退休协议，另一方面又不热衷于处理老龄化的劳动力，从而平衡维持体面的养恤金应得标准的公共利益。最后，最受关注的是瑞典模式，这种模式一直延续到CJEU，但芬兰也制定了超过退休年龄的工作战略。这两个国家不仅通过法律规定实施劳动力市场监管，而且还通过相对强大的工会缔结的集体协议来实施。将当前的德国制度与这些国家进行比较，可以讨论监管的最佳水平：在芬兰，通过法规进行监管的情况往往会增加，而在瑞典，集体协议仍然享有相当强大的地位。这两个国家都选择了为KE创造激励机制