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Dutch grant scheme for age management at the workplace

Dutch grant scheme for age management at the workplace. Robert Gründemann & Sjiera de Vries 5th european conference on promoting workplace health, Linz, June 19-20 2006. Structure of the presentation. Facts and figures of the Netherlands and EU Age management policies of the Dutch government

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Dutch grant scheme for age management at the workplace

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  1. Dutch grant scheme for age management at the workplace Robert Gründemann & Sjiera de Vries5th european conference on promoting workplace health, Linz, June 19-20 2006

  2. Structure of the presentation • Facts and figures of the Netherlands and EU • Age management policies of the Dutch government • Temporary encouragement scheme for age management • Conclusions

  3. Facts & Figures the Netherlands • Number of older workers increased between 1993 and 2003 from 345.000 to 709.000 (source: OESO) • Retirement age rose from 59,5 yrs to 62,2 yrs (source: OESO) • Labour participation older workers (55-64 yrs): • 24% in 1993 (source: OESO) • 39% in 2003 (source: OESO) • 45% in 2005 (source: European Commission) • Lisboa goal NL: 40% in 2007 and 45% in 2010 • In the Netherlands labour participation of older workers has risen more quickly than in other EU-countries

  4. Facts & Figures EU • Average EU labour participation older workers (55-64 yrs) is 41%(source: European Commission) • Belgium: 30,0% • Italy: 30,5% • France: 37,3% • Germany: 41,8% • Netherlands: 45,2% • UK: 56,2% • Sweden: 69,1% (highest in the EU) • Lisboa goal EU: 45% in 2007 and 50% in 2010

  5. Forecast the Netherlands (source Eurostat 2005) • Labour population (18-64 yrs) will decline from 8,3 mio in 2005 to 7 mio in 2040 • Number of people of 65+ yrs will increase from 2 mio in 2005 to 4 mio in 2040 • In 2005: 22 elderly (65+) for each 100 workers (18-64 yrs) • In 2040: 44 elderly (65+) for each 100 workers (18-64 yrs)

  6. Grey pressure in the Netherlands number of people older than 65 years divided by the labour population

  7. Labour population the Netherlands CWI - ‘Arbeidsmarkt journaal’ February 2006 CBS, 2005

  8. Policies on Age by the Dutch government • Reintroduction obligation to apply for jobs >57,5 yrs • Abolition WAO premium employers for employees >55 yrs • Introduction law against age discrimination • Abolition tax advantages VUT and pre-pensions • Introduction life-course arrangements • Grant scheme Ministry Social Affairs Objectives of the government: • Quicker increase of older people active at labourmarket • Broader (financial) basis for social security, health care and old age pensions

  9. Encouragement scheme for age management at the workplace (1) • Four year programma (2004 – 2007) • Objective: prevention of early retirement of older employees • Themes: • image building of older employees (2005) • motivation, involvement, competences and health (2006) • Target groups: • employers with a minimum of 30 employees • SME’s: sector or branch of industry organisation • Available: 21 Million Euro’s for age management projects • Maximum of € 40.000 per project

  10. Encouragement scheme (2) • 6 application rounds/number of projects: about 550 • First round (Dec. 2004/Jan. 2005): 197 applications / 48 granted • Second round (summer 2005): 505 applications / 120 granted • Third round (Jan. 2006/March 2006): 421 applications / ? granted • Fourth round (planned for July/August 2006) • Total budget 2004/2005: 4,4 million Euro’s • Available budget 2006: 7,1 million Euro’s

  11. Encouragement scheme (3) • Results of the 1ste application round by company size: • 30-49 employees 9% • 50-249 employees 36% • 250-999 employees 19% • 1.000 or more employees 30% • unknown 6% by sector: • services 77% • trade 6% • production 15% • unknown 2%

  12. Encouragement scheme (4) • Many companies are starters in the field of age management • Number of employees (45-54 years) among granted organisations is 10% higher compared to other Dutch organisations • frequent mentioned problems: • reduced capability • more knowledge about age issues • awareness and making it a subject for discussion • frequent mentioned solutions: • improving availability • improving health • improving organisation of work

  13. Conclusions related to the encouragement scheme • Stimulus for age management activities at the workplace • Benefits: many examples of good practices; many tools for age management • A lot of flexibility for companies to fill in their own projects • Demotivation among companies whose projects were not granted • No selection of projects on quality • Implementation of projects difficult for companies (no experience)

  14. Conclusions related to the national situation • Dutch government placed the topic of older workers at the agenda • Significant increase of labour participation of older workers • Increase of age management activities by employers • Change in attitude towards older people and work not sufficient • Many workers still want to stop work before pension age • Large numbers of workers still retire from work before age of 65 years • Companies not keen enough to keep older workers active at the workplace

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