Good practice in integrating aging workers : examples from some European countries
"The population is aging in many countries, including in Europe. There is also a decline in the mean exit age in the work force. The costs for early retirements have increased. There are thus good reasons for the society as a whole but also for the employer and the unions to stimulate and facil...
| Main Authors: | , |
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| Institution: | ETUI-European Trade Union Institute |
| Format: | TEXT |
| Language: | English |
| Published: |
Stockholm
2007
NIWL |
| Subjects: | |
| Online Access: | https://www.labourline.org/KENTIKA-19138976124919561589-Good-practice-in-integrating-a.htm |
| Summary: | "The population is aging in many countries, including in Europe. There is also a decline in the mean exit age in the work force. The costs for early retirements have increased. There are thus good reasons for the society as a whole but also for the employer and the unions to stimulate and facilitate aging workers to remain in the workforce and to contribute with their capacities in the work-life. The reality has shown however, that the actions for such stimulation and facilitation are insufficient.
One way of stimulating employers to employ and retain aging workers would be to give examples from the working life of successful attempts to engage and develop the capacities of aging workers. The aim of this study was to collect such case studies from Sweden, Finland, Norway, Denmark and the Netherlands.
Thirteen examples of good practice were collected both from private enterprises and state/community owned organisations.
Age related problems at the different companies or organisations were of differing qualities. Most problems were related to consequences of the aging process per se but also to changes in the working conditions and methods, or to new demands on workers e.g. for flexibility, extended knowledge and polyvalence. ..." |
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| Physical Description: | 51 p. Digital |