Documents phased retirement 14 results

"En Allemagne, l'allongement de la durée de l'activité professionnelle constitue l'un des grands objectifs de la politique sociale menée par l'État depuis au moins la réforme des retraites de 1992. Le législateur a progressivement restreint les possibilités de sortie anticipée du marché du travail et relevé les limites d'âge. Dans le même temps, il a encouragé les accords de branche et d'entreprise pour l'élaboration des dispositifs de départ à la retraite. Cet article introductif analyse les évolutions des modalités de transition emploi-retraite et tout particulièrement l'articulation entre le système de retraite, la prise en charge du non-emploi, et les dispositifs relevant des branches et des entreprises. Un second article (Fröhler, dans ce numéro) analyse la « boîte noire » que constituent les accords collectifs de branche ou d'entreprise et leurs conséquences pour les salariés."

"In this article, the authors assess the impact on male employees' labor market outcomes of firms offering a special form of phased retirement. The goal of the program is to smooth the transition from work to retirement and to decrease the costs of public pension and unemployment insurance schemes by increasing the employment of elderly workers. Using a unique linked employer-employee data set, the authors examine whether male employees spend more time in employment and less time in unemployment or inactivity after the introduction of the program. Results suggest that phased retirement options offered by firms can help to reduce some of the public costs of low labor force attachment of elderly workers, mainly by reducing exits through unemployment and by increasing employment and earnings. Under relatively good labor market conditions, they may also encourage a small share of workers to exit the labor market earlier."

"Vor dem Hintergrund neuerer Bestrebungen zu einer partiellen Re-Flexibilisierung des Rentenübergangs analysiert der Beitrag die betriebliche (und tarifliche) Praxis und Entwicklung des vorzeitigen oder gleitenden Erwerbsausstiegs. Anhand quantitativer Daten aus der WSI-Betriebsrätebefragung werden das betriebliche Übergangsangebot, die zugrunde liegenden Regulierungs- und Verhandlungsstrukturen sowie die Nutzung der Übergangsoptionen durch die Beschäftigten einer detaillierten Untersuchung unterzogen. Dabei zeigt sich, dass der betriebliche (und tarifliche) Rentenübergang von einer hohen Diversität und Selektivität der Übergangsbedingungen und -chancen sowie von erheblichen Erosionstendenzen geprägt ist. Flexibilisierungsstrategien sollten deshalb auf die Schaffung von Übergangsoptionen in der gesetzlichen Renten- oder Arbeitslosenversicherung zielen, die unabhängig von einer ergänzenden tariflichen und betrieblichen Regulierung sind."

"Bridge employment refers to the workforce participation pattern displayed by older workers between their partial retirement and their complete withdrawal from the workforce. Based on Shultz's (2003) model of antecedents and consequences of bridge employment, this article proposes a set of hypotheses, using SHARE panel data (N = 634) from Wave 1 (2004) and Wave 2 (2006). These data are analyzed via structural equation modeling (SEM), testing both a direct effects model and a partial mediation model. Results show that bridge employment quality partially mediates the influences of T1 antecedents on T2 consequences. The implications of this study are discussed at both the theoretical and practical level."

"This paper uses a telephone survey of 950 employers to examine employer-side restrictions on phased retirement. Not only did the survey collect information on establishment level policies, it also asked questions about a specific worker's opportunity for phased retirement. The paper uses these data to first establish that employers are selective when offering opportunities for phased retirement. It then examines what worker and job characteristics are particularly important in the selection process."

"It is often asserted that the labor market is characterized by rigidities that make it difficult for older workers to carry out their desired trajectory from work to retirement. One potentially important source of rigidity is the restrictions on hours of work imposed by firms, but such rigidities are difficult to measure directly. The authors explore two variables that may serve as proxies for flexibility in hours at the employer level: the shares of older workers and young women in the employer's work force. The authors use matched worker-firm data from the Survey of Income and Program Participation and the Longitudinal Employer Household Dynamics study for the period 1990–2004 to analyze the effects of these variables on the job separation propensity of workers aged 45–69. Results indicate that older workers employed in firms with greater shares of older workers and young female workers have a lower propensity for job separation. These findings provide indirect but suggestive evidence of the importance of labor market rigidities in shaping employment decisions of older workers."

"In this paper we evaluate the impact of the old-age part-time scheme (OAPT) on the Austrian labor market which was a policy to allow flexible retirement options for the elderly with an aim to increase labor supply. According to our matching estimates, employment probability increases slightly; especially in the first two years after entrance into the programme. Furthermore, the programme seems to reduce the measured unemployment risk. However, the total number of hours worked is significantly reduced by OAPT. While the policy is meant to reduce early exit from the labor force by allowing part-time work, our analysis indicates that most workers substitute part-time work for full-time work and thus the overall effect is rather negative."

"We study the transitions from career to bridge jobs and to permanent retirement by European males aged 55 to 70 at the time of the interview in the late 2000s. We find that only 10.54 percent of the workers in our sample who were in a career job at age 50 have moved to a bridge job by the time of the interview, much less than what usually found in the United States. We also show that the exogenous increases in minimum retirement age that occurred during the past twenty years have had different effects in Central / Northern Europe (Austria, Switzerland, The Netherlands and Sweden) and in Mediterranean Europe (Italy and Spain). In the North, transitions into bridge jobs have increased, with no significant effect on transitions into retirement. In the South, transitions into permanent retirement have decreased, with no significant effect on transitions into bridge jobs."