Employers' Adjustment to Longer Working Lives

Background and Objectives The aging of the workforce and the trend toward longer working lives has substantial implications, not only for employees, but also for employers. The aim of this study is to quantitatively investigate the extent to which employers have implemented human resource (HR) practices in adjustment to longer working lives. We distinguish between information practices, health practices, and person–job fit practices. Research Design and Methods Data from 1,296 Dutch employers, collected in 2017, are used to study the ways in which employers have adjusted their HR practices. We estimate a structural equation model to identify predictors of implementing adjustment measures. Results Employers have largely started to adjust their HR practices to make longer working lives more attainable. Especially larger organizations are highly active in using HR practices to enhance the long-term employment perspectives for their employees. Employers who are concerned about the mental fitness of their workforce in relation to longer working lives are especially likely to invest in information and health adjustment practices. Organizations with a high proportion of older workers are mostly focused on providing information. Discussion and Implications The HR practices that are implemented by employers to facilitate longer working lives are different from those traditionally associated with an older workforce, implying a fundamental shift in employers’ focus. Instead of promoting the exit of older workers and accommodating older workers specifically, employers are now moving toward providing information, promoting healthy habits, and improving long-term person–job fit, also targeting early- and mid-career workers

When and Why Do Employers (Re)Hire Employees Beyond Normal Retirement Age?

Older workers are increasingly being encouraged to work beyond normal retirement age (NRA). Given that employers generally control opportunities for employees to work beyond NRA, better understanding their motivations, attitudes, and experiences in (re)hiring employees to work beyond NRA is vital. To date, however, research investigating employment beyond NRA has primarily focused on the perspective and experiences of employees. In this study, we analyzed data from a 2017 survey of 1,214 Dutch employers to examine whether workplace social norms, employers' concerns related to workforce aging, and structural organizational characteristics were related to whether or not they employed working retirees. We found that workplace norms about working beyond NRA, concerns about career opportunities for younger workers, and structural characteristics such as organizational size, sector, and proportion of female and older workers in the organization were significantly associated with whether or not organizations employed workers beyond NRA. In the second, exploratory, phase of our analysis, we investigated attitudes and approaches toward workers beyond NRA among those who had previously employed such workers. Most employers agree that they mainly (re)hire workers with unique knowledge or experience to work beyond NRA and that employees usually take the initiative in prolonging employment. Employers' opinions on whether employees working beyond NRA should accept a pay cut or block the progress of other employees are more mixed. Insights gained from the current research can help guide future research and policy to support longer working lives, from both employee and employer perspectives, even beyond normal retirement age.</p

Increasing the public pension age:Employers’ concerns and policy preferences

Governments increasingly focus on extending working lives by raising public pension ages and in some cases by linking pension ages to changes in the life expectancy. This study offers novel insights into how employers perceive such reforms and their consequences for their organization. A survey among employers (N = 1,208) has been carried out in 2017 to examine their reactions to a recent pension reform in the Netherlands. Statistical analyses are performed to examine employers’ support for the current policy of linking the public pension age to changes in average life expectancy, as well as the support for 2 alternative policies that are often considered in public policy debates: a flexible public pension age; and a lower public pension age for workers in physically demanding jobs. Results show that particularly employers in construction and industry are extremely concerned about the physical capability of employees to keep on working until the public pension age. These concerns are the driving forces behind the lack of support for linking public pension ages to changes in average life expectancy (22% support) and the overwhelming support for a lower public pension age for physically demanding jobs (82%). The introduction of a flexible pension age (78% support) is not firmly related to employers’ concerns about capability or employability of older workers

Increasing the public pension age:Employers’ concerns and policy preferences

Governments increasingly focus on extending working lives by raising public pension ages and in some cases by linking pension ages to changes in the life expectancy. This study offers novel insights into how employers perceive such reforms and their consequences for their organization. A survey among employers (N = 1,208) has been carried out in 2017 to examine their reactions to a recent pension reform in the Netherlands. Statistical analyses are performed to examine employers’ support for the current policy of linking the public pension age to changes in average life expectancy, as well as the support for 2 alternative policies that are often considered in public policy debates: a flexible public pension age; and a lower public pension age for workers in physically demanding jobs. Results show that particularly employers in construction and industry are extremely concerned about the physical capability of employees to keep on working until the public pension age. These concerns are the driving forces behind the lack of support for linking public pension ages to changes in average life expectancy (22% support) and the overwhelming support for a lower public pension age for physically demanding jobs (82%). The introduction of a flexible pension age (78% support) is not firmly related to employers’ concerns about capability or employability of older workers

Employees' Emotional, Cognitive, and Behavioral Responses to Increasing Statutory Retirement Ages

Increasing statutory retirement ages around the world are forcing employees to prolong their working lives. We study the different ways in which mid- and late-career workers respond to such changes. We distinguish between negative emotions about working longer, cognitive engagement with prolonged employment, and proactive behavior to facilitate longer working lives. We analyze data from 1,351 employees aged 40-66 from the Netherlands. We estimate a structural equation model to identify in which ways experiences of age discrimination, accessibility of accommodative HR facilities, and social norms in the workers' social networks are related to the three different types of responses. Results show that when employees do not experience age discrimination, when their employer offers easily accessible accommodative HR facilities, and the social norms support prolonged employment, employees have fewer negative emotional reactions and are more likely to behaviorally respond to facilitate longer working lives. When these contexts are misaligned, the reverse is generally found. We also find socioeconomic differences in the ways employees respond to the prospect of prolonged employment. This study shows the importance of supportive contexts at different levels—societally, in organizations, and in individuals' own lives—for policy changes such as increasing statutory retirement ages to be effective. Different responses between different socioeconomic groups may lead to growing long-term inequality

Employees’ emotional, cognitive, and behavioral responses to increasing statutory retirement ages

Increasing statutory retirement ages around the world are forcing employees to prolong their working lives. We study the different ways in which mid- and late-career workers respond to such changes. We distinguish between negative emotions about working longer, cognitive engagement with prolonged employment, and proactive behavior to facilitate longer working lives. We analyze data from 1,351 employees aged 40-66 from the Netherlands. We estimate a structural equation model to identify in which ways experiences of age discrimination, accessibility of accommodative HR facilities, and social norms in the workers’ social networks are related to the three different types of responses. Results show that when employees do not experience age discrimination, when their employer offers easily accessible accommodative HR facilities, and the social norms support prolonged employment, employees have fewer negative emotional reactions and are more likely to behaviorally respond to facilitate longer working lives. When these contexts are misaligned, the reverse is generally found. We also find socioeconomic differences in the ways employees respond to the prospect of prolonged employment. This study shows the importance of supportive contexts at different levels—societally, in organizations, and in individuals’ own lives—for policy changes such as increasing statutory retirement ages to be effective. Different responses between different socioeconomic groups may lead to growing long-term inequalit

De steun voor een ‘zwareberoepenregeling’ ontleed:Hoe kijkt de Nederlandse bevolking aan tegen lagere pensioenleeftijden voor mensen in zware beroepen?

Het pensioenakkoord biedt mogelijkheden om afspraken te maken over lagere pensioenleeftijden voor mensen in zware beroepen. Onderzoek wijst uit dat burgers vinden dat voor fysiek zware beroepen lagere pensioenleeftijden moeten gelden dan de officiële AOW-leeftijd. Voor sommige zware beroepen kan dit oplopen tot anderhalf jaar. Voor een aantal lichte beroepen zou een beperkt hogere AOW- leeftijd moeten gelden (van een half jaar). Chronische gezondheidsklachten vormen de belangrijkste reden om mensen vervroegd (een jaar eerder) te laten uittreden