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

在德国就业的老年工人比例逐渐增加的同时，领取养老金的年龄限制也在提高。事实上，随着越来越多的老年工人工作，他们中的更多人将不得不工作，在某些情况下，不仅要到领取养老金的年龄，而且远远超过了这个年龄。这有时是由于他们自己决定继续活跃在他们之前通常回报丰厚的职位上。另一方面，特别是在工资较低、不稳定的就业市场中，老年工人的养老金可能会变得太低，无法获得体面的收入替代，因此工人可能出于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领取养老金年龄的工人实际上得到了这个机会。然而，目前的报价比满足需求所需的要少，预计这一差距将来会大大扩大。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会导致老年工人的工作机会相对稀缺。企业原则上有兴趣留住经验丰富、值得信赖和知识渊博的人员，即使他们达到了相关的年龄限制，可能会回避实际延长合同。法律对谁提供延长，延长多长时间以及在什么条件下提供延长通常被指责为对超过领取养老金年龄的工作产生禁止性影响。这种结论是否应导致修改反歧视立法、固定期限合同条例或解雇法的个人范围，这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实行劳动法灵活性的要求。在此提出的项目将增加通过比较法解决老年人灵活性问题的可能办法。北欧国家发展了相当长的一段时间的实际经验，在平衡维持一个体面的养恤金标准的公共利益方面，通过对抗老龄化社会的问题，一方面社会伙伴捍卫提前退休协议，另一方面企业不热衷于处理老龄化的劳动力。最后，最受关注的是瑞典模式，这种模式一直延续到欧洲法院，芬兰也制定了退休后工作的战略。这两个国家不仅通过法定条款，而且还通过相对强大的工会缔结的集体协议来管理劳动力市场。将目前的德国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：尽管在芬兰，通过法规进行监管往往会增加，但在瑞典，集体协议仍然享有相当强大的地位。两国都选择了为ke创造激励机制

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