30-40-50 Plus – Healthy Work in an Ageing Europe Wolfgang Schroeder

1. 30-40-50 Plus – Healthy Work in an Ageing • Europe • Wolfgang Schroeder • 5th European Conference of the European Network for Workplace • Health Promotion

2. Actors Instruments government • law • networks/alliances • research/public relations organisations,unions • collective bargaining • public relations • networks companies • workplace conditions

3. Labourmarket situation Labourmarket participation • Employment participation of older workers • Men (2005) Women (2005) • 55-60 years:  70 % 55-60 years:  52 % • 60-65 years:  33 % 60-65 years:  17 % (Trend.: Increase on the basic of part time and lower paid jobs) • Lewel of qualification is most important for the time people leave the workplace • Employmentquote (55-64 J.) below EU-average •  42 % ( 2004): Men:  49 % – Women:  32 %

4. „What do we know about the age structure of the workforce?“(Average age of the workforce in comparision to the enterprisesize 2002 – 2004) Facts and figures Trends: Average age of the workforce increase (2002-2004) Average age increase by the size of the enterprise (10 bis 499) But: Average age in big plants (500+) lower as in medium and small plants (50-499)

5. Age and the social security systems in Germany • Labour market • Pensions • Health • Demographic change

6. Labour market Government: law and actions I • Employers are exempted from unemployment assurance contributionswhen they hire unemployed aged 55+ (SGB III § 421k) • Fee subvention and an additional pension insurance contributionfor unemployed persons aged 50+ who • have a claim to unemployment benefit for at least 180 days and • accept a lower-paid job (SGB II §421j) • Integration subsidies for elders: employers who hire unemployed persons aged 50+ can claim 1.800-4.200 € for six months (SGB II §421f)

7. Labour market Government: law and actions II • Financial promotion of further educationfor employees aged 50+ in companies with less than 100 employeesduring the training the employee does not have to work but is paid by the employernot only for the current job: qualifications generally needed at the labour market • Temporary jobs for elders (§ 14 Abs. 3 TzBfG)employees aged 52+ can be hired temporarily without an actual reasonthe limitation can be renewed again and again

8. Labour market Regulations by the social partners I: • Older employees’ protectionExample: metal industry, Collective framework agreement for South-West-Germany (2004) • employment protection: employees aged 53-64 working for the company for at least 3 years can only be dismissed for serious misconduct • income protection: employees aged 54+ working for the company for at least 1 year have a claim to an old-age-specific minimum salary

9. Labour market Regulations by the social partners II: • Older employees’ further educationExample: metal industry, „Qualifizierung“ (2006):All employees: • right to an annual consultation with their employer where both decide whether there is a need for further qualification. If yes, a measure is agreed. The costs are met by the employer, the salary continues. Older employees: • agency founded by the social partners develops trainings especially for elders, and tries best practice cases

10. Survey: Further education

11. Participation in further education differentiated by age 40 36 36 35 29 31 33 30 31 29 25 25 27 23 24 20 20 16 20 15 17 18 15 14 14 10 11 9 8 5 6 4 4 0 1979 1982 1985 1988 1991 1994 1997 2000 2003 19 - 34 Years 35 - 49 Years 50 50- 64 Years

12. Workplace policy for older workers: Project „good work“ • shaping the workplace: avoid imbalance specialisation and support of flexible demand • Health prevention • Permanent update on the qualifications

13. Anforderungswechsel durch Job Rotation Job enrichment Organize Job rotation control Share of indirect work Job enlargement provide Execute execute execute Extend of executive work

14. Pension Policy • Exit age from the labour force • Reduction of the pension level

15. Previous: Early retirement (1980s/90s) Employers release workers  they receive unemployment benefit and the employer pays the difference between wage and social benefit  level depends on social compensation plan in each company Present: Age part time work (since 1996, limited till 2009) The employee (at least 55)gets at least 70% of his former wage, works fulltime in the first half and not at all in the second half In the second half the employee should be replaced by a young employee Paradigm shift: Early retirement is stopped to disburden the social security system, in the future employees will have to work longer The unemployment benefit duration is shortened and its level is partly cut From 2006 on retirement after umemployment or age part-time work won‘t be possible until the age of 63 (today: 60) Pension Policy: Retirement age

16. Pension Policy: Level reduction • Goal: contribution to the pension system should be stable • Reduction of the valed years for pensiontimes of education after the age of 17 do not count any longer • Sustainability-factor: Relation pensioners/paying workers determines the pension level  Gross pension level is now 48,3%  in 2030 it will be <40%

17. Pension Policy: Conclusion • Public pension is not able to assure the living standard any longer • It is necessary to strengthen the second (company pension) an third (private) column

18. Disability in different occupations, 2003 Chemiker, Physiker, Mathematiker 1,5 Ingenieure 3,1 Arzte, Apotheker 3,2 Geistes- und naturwiss. Berufe 3,5 Unternehmer 4,1 Rechtswahrer 4,2 Abgeordnete, Funktionäre 6,0 Seelsorger 6,1 Rechnungskaufleute, DV-Fachleute 7,1 Metallerzeuger, Walzer 20,2 Metalloberflächenbearbeiter 20,4 Textilhersteller 20,6 Metallverformer, spanlos 21,0 Schmiede 21,1 Forst-, Jagdberufe 21,3 Metallverbinder 21,7 Former, Formengießer 22,0 Reinigungsberufe 23,4 0 5 10 15 20 25 Number of disability days per occupation

19. Health Policy • A prevention law is scheduled, company based /setting approach • National forum for prevention und health advancement (Ministry of Health)  networking in prevention between the actors in the social systems • Health insurances are requiered by law to advance their spendings in prevention (about 2,50 € per capita a year assured, SGB X, since 2001)

20. Demographic changeThe societal actors‘ positions

21. „We as socialdemocrats overslept the threatening aging of our society in the past. Demography makes the rebuilding of our social systems necessary.“ (Franz Müntefering, SPD chairman) Behind the „natural“ demographic problem the question of distribution is hidden. Who wants to mask this, talks a lot about demography, demography and demography again“ (Brochure of Verdi) Demographic change Controversial positions

22. “Demographic Change“The German parliament‘sEnquete-Commission • Period of time: 1992 – 2002 • All parties and a lot of scientists were involved • Recommendations of the commission: (inside of a common strategy) • Advance of employment und cutback of unemployment • Improvement of the entrance chances of young people • Advance of the employment chance of elder people • Improvement of education, apprenticeship  life long learning • Equalisation of women in work • Improvement of combatibility of work, child care und care • Improvement of integration of immigrants in education und work

23. Demographic change Unions • Thesis: Demographic Change is shapeable • Strategies to form the change: • Fight against unemployment  lasting discharge of social systems • Flexibilisation of labour time (life labour time) • Change of wellfarte state structures • Advance of the offer of part-time work • Collective bargaining: protection and improvement of qualification especially for elder workers • configuration of age-based working conditions • Diversity-approach: a variety of the crew has a lot of positive aspects