Policies for an Ageing Workforce Work-life balance, working conditions and equal opportunities 2019

Anderson, Robert and Barslund, Mikkel and Bonisch, Markus and Cebulla, Andreas and Dubois, Hans and Fechter, Charlotte and Gollner, Tobias and Hudson-Sharp, Nathan and Klotz, Johannes and Naegele, Gerd and Peterbauer, Jakob and Sesselmeier, Werner and Stauning Prewett, Jacob Gareth and Stoger, Eduard and Stokes, Lucy and Thirion, Gilles and Vargas, Oscar and Walker, Alan and Wilkinson, David (2019) Policies for an Ageing Workforce Work-life balance, working conditions and equal opportunities 2019. UNSPECIFIED.

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Abstract

At a time of rapid population ageing, a key means of sustaining current welfare states is to extend the length of working lives. In 2050, the share of people over the age of 75 years will be the same as the share over 65 years today. And just as not all are able to work to the age of 65 now, not everyone will be able to work to the age of 75 in 2050; even if future older workers will in all likelihood be healthier and have better working aids at their disposal. Extending average working lives by 10 years, and at the same time ensuring an adequate social safety net for those unable to work into their late 60s and 70s, is a major social policy challenge for the coming decades. And because people are much more likely to work late in life if they had stable careers before reaching 60, tackling this policy challenge means pulling on many more social policy levers than just pension policy. While being keenly aware of these issues and how they relate to the overall agenda of active ageing, Commissioner Thyssen also reminds us in her Foreword that marked increases in life expectancy – both past and in the future – represent enormous social progress. The Commissioner makes the point that older people too contribute to society. And more so with lifelong learning and investment in skills.

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