The inception of the so-called Tripartite Agreement on a More Inclusive Working Life (the IW Agreement) in 2001 marks shift Norwegian welfare and labour market policy. This has resulted employers now being targeted by government initiatives supposed to prevent exclusion older employees. are purely voluntary rely companies' willingness adopt support them. main goal this article is identify explain differences propensity private sector companies an active policy line with strategy. Data used...

Abstract The number of people aged 60 and over across the globe is expected to double by 2050, reaching a share more than 20 percent population total. Governments are therefore taking policy actions encourage ageing workers extend their working lives employers retain them. According OECD lifelong learning opportunities inclusive labour markets will be essential ensuring that all educational backgrounds have possibility extending lives. This article examines relationship between adult...

Purpose – The purpose of this paper is to shed light on developments in Norwegian companies’ active-ageing policies, and hence offer insight into what characterises those companies offering measures retain their older workers. Design/methodology/approach research questions are investigated using data from two surveys carried out among a representative sample 2005 2010. sets analysed both separately jointly, being merged obtain pooled cross-section set. Both multivariate logistic linear...

Increasing life expectancy and decreasing fertility have led to a shift in the workforce age structure towards older groups. Deteriorating health reduced work capacity are among challenges retaining workers labour force. To examine whether workplace interventions facilitate employees with problems or affect disability rates aged 50 years older. Data from survey of Norwegian companies (n = 713) were linked registry data on their 50-61 30771). By means difference-in-differences approach, we...

Aims: The article examines whether preventive measures and work adjustments at the establishment level affects sickness absence among workers aged 50 years older. Methods: We combine survey data from a representative sample of 713 Norwegian companies, mapping prevalence health in place 2005, with register on demographic variables for or older 2001 2007. By means difference-in-differences approach, we compare changes differences likelihood group, without various measures/ instruments 2005...

Although active ageing policy and practice vary between countries, we believe that knowledge about the effects of Norwegian companies’ initiatives to delay early retirement is interest for all countries striving increase employment rates older workers. Since agreement on a more inclusive working life (IW agreement) was signed in 2001, government social partners have encouraged companies develop senior-friendly implement special measures retain In this article, evaluate such measures. Our...

A main objective of European governments is to reduce the number early retirees, either by reforming pension systems or promoting active aging in working life. The importance formulating a coherent personnel policy for all age groups increasingly recognized employers. However, there still lack knowledge as how strategically cope with an labor force. aim this article define and discuss challenges arising from workplace-related policies. We particular emphasis on economic incentives gains...

This study aimed to investigate whether introducing workplace health-promotion interventions targeting employees with health problems or reduced work ability affected overall sick leave and disability risk.The population comprised data from an establishment survey 2010 identifying who had introduced promotion (the intervention) linked register on all their sickness absence pension uptake 2000 through 2010.Interventions moderate effects due varying efficacy in different parts of the labour...

In this paper, we analyze the effect of retaining bonus on early retirement behavior using a unique dataset consisting Norwegian employer survey from 2010 combined with register data all older employees in period 2000–2010. The is one most common retention measures offered by companies to prevent their workers retiring early. arrangement lump sum between 10,000 and 25,000 Kroner (between 1100 2600 Euros), which was less than mean monthly pay before tax Norway 2010. spite modest sum, our...

The National Insurance Scheme (NIS) remains the cornerstone of Norwegian pension system. introduction a mandatory occupational in 2006, and restructuring contractual (AFP) 2008, have, however, significantly increased importance labor market based pensions. Entitlement to AFP contributions pensions are largely determined by individual employers, thus resulting significant different future benefits opportunities retire early among employees. This article investigates what characterizes private...

The combined effect of rising life expectancy and declining fertility has made ‘ageing’ a dominant topic on the policy agenda across Europe. With aim retaining older workers facilitating longer working lives, offering retention measures, such as possibility phased retirement, additional leave and/or bonuses to workers, become widespread strategy among Norwegian companies combat voluntary early retirement. However, analyses do not find any overall although some single measures like seem have...