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Trends the labour market. Redeployment then consists either in transfer to another post or to another work regime. Where internal redeployment is concerned, all companies with more than 25 employees, who have not yet fulfilled their legal obligations in terms of the employment of disabled workers, have to carry out compulsory redeployment. Where there is internal redeployment, the worker is entitled to a compensatory benefit payment representing the loss of earnings that results from the difference between his/her old and new levels of pay. However, a maximum ceiling of five times the minimum social wage is set on the level of remuneration used in determining this benefit payment. The employer who carries out internal redeployment is entitled to the assistance provided for the recruitment of disabled workers and to tax relief. If the worker cannot be redeployed internally, the joint commission decides on external redeployment. He/she is then automatically registered as seeking work and receives unemployment benefit. He/she is then entitled to the compensatory benefit payment on the same terms as in the case of internal redeployment and the employer is also entitled to assistance and tax relief. If it does not prove possible to redeploy the worker during the legal period of entitlement to unemployment benefit, he/she is entitled to a waiting allowance equal in amount to invalidity benefit. Throughout the period of receiving this waiting allowance, the worker must remain available for employment, and the payment is only made until such time as appropriate employment is found for him/her. The waiting allowance is subject to the same conditions of withdrawal and the same regulations on the non-combination of benefits as the invalidity pension. All these new provisions were put on the statute book by the law of 25 July 2002 relating to incapacity for work and re-employment. 12 The provisions of this law came into force on 1 October 2002. 4.2.2. Other measures13 Alongside the new measures proposed by the National Action Plan for Employment, we must also point out the existence of older measures in force in Luxembourg providing support for older workers. 4.2.2.1 Re-employment assistance Re-employment assistance, even though it does not relate exclusively to workers over 55, operates as follows. The employment fund grants re-employment assistance to employees who are made redundant on economic grounds, employees transferred to another company on economic grounds by the terms of a collective labour agreement, and the insured unemployed, on condition that they accept being redeployed to a job at a pay level lower than their previous remuneration. The Grand-Ducal regulation of 17 June 1994, modified on 31 July 1995, lays down the modalities and conditions for the granting of re-employment assistance. The number of beneficiaries of this measure has indeed been constantly increasing since 1989, as is shown in Table 6. We should also point out that a temporary re-employment benefit for employees in the steel industry has also existed since the crises in the national steel sector. This benefit is, however, payable to a decreasing number of persons. Table 6: The development of re-employment assistance Year Beneficiaries 1989 123 1990 60 1991 154 1992 117 1993 129 1994 87 1995 206 1996 323 1997 747 1998 669 1999 852 2000 1012 2001 1100 4.2.2.2 Financial assistance for the recruitment of the older and the long-term unemployed Financial assistance for the recruitment of the older and the longterm unemployed, established by the law of 23 July 1993, operates as follows. The employment fund reimburses employers in the private sector for employers’ and employees’ social security contributions, on condition that they employ older or long-term unemployed workers, whether or not they are in receipt of unemployment benefit. During 2001, 156 requests for such aid were made. At 31 December 2001 there were in total 296 beneficiaries representing overall 1,398,170.96 euro. 5. An example of good practice 14 In the field of good practice, we shall cite here the approach of the Luxembourg government of examining the efficacy of the measures implemented in favour of older workers in Luxembourg by commissioning a specific study on the subject. In June 2002, CEPS/INSTEAD did in fact propose to the Luxembourg Ministry of Labour and Employment that it carry out a study on keeping older workers in work. This took the form, largely, of an analysis of the effects of the ageing of the working population. This study began in January 2003. The study has five strands to it. The first consists in analysing the effects of the ageing of the working population, the second in assessing the supply of work for older workers, while the third examines the demand for work on their part. As for the fourth and fifth strands, their aim is to analyse the positions of the social actors concerned in relation to this issue, and also to look at the aspects of the institutional and regulatory framework requiring adaptation as a consequence. Results in these five strands are drawn from a set of existing databases, particularly the PSELL programme, to which we referred above, and also from new surveys carried out directly with the target group concerned. 12 Doc. Parl. 4872, sess.ord. 2001-2002./Mémorial A-2002-076-001. 13 Ministère du travail et de l’emploi, Rapport d’activité 2001 (Luxembourg, April 2002). 14 “Le maintien en activité des travailleurs âgés. Analyse des effets du vieillissement de la population active”, submission to the Ministry of Labour and Employment by CEPS/INSTEAD, 14 June 2002 126 Spring 2003 | European Employment Observatory Review
6. Conclusions With regard to keeping older workers in work, three recent legislative measures have been taken in Luxembourg. The law of 28 June 2002, changing the provisions of the general and special pension regimes; creating an allowance to offset missing pension contributions during child-rearing years; and modifying the modified law of 29 April 1999 creating a right to a guaranteed minimum income; The law of 22 July 2002 modifying and complementing (a) the modified law of 22 June 1963 setting the numerical value of civil Netherlands 1. Introduction Older workers have become a very important issue in the Netherlands over the past decade. The main concern lies with the labour market participation and employability of these workers. It is generally acknowledged that in our ageing society labour market participation rates of the elderly need to increase further in view of the significant ageing of the Dutch population, due to rising life expectancies and the relatively large size of post-war cohorts (socalled baby boomers) and lower fertility rates. Now 22 out of every 100 persons of the population are 65 years or older. The figure for 2040 will be 43. After 2040 the share of older persons will slightly decrease towards 40 out of 100 in 2050. The process of ageing results in growing claims on social benefits and facilities. In order to guarantee the preservation of the welfare state, and also in order to cope with the tightness of the labour market, increased labour market participation rates are deemed essential. This conclusion was only recently confirmed in a report (Zorgen voor morgen, Caring for tomorrow 1 ) by the Committee on the National Pension Debate which also stresses that the Dutch pension system is solid, seen from a comparative perspective. As reported in the Dutch NAP 2002, Dutch efforts to increase labour market participation rates have not been unsuccessful. The net participation rate is 73%, which places the Netherlands among the best performing Member States. The targets agreed in Lisbon have already been met (using EU indicators), with the exception of the targets for the elderly. Although progress can be observed over the years (i.e. since 1993) 2 , participation rates among persons between 55 and 65 are still lagging behind: about a third of this group is in employment. The (long term) goal set by the Government is to have 50% of the older workers in employment (in line with the Stockholm target). The Government aims at increasing participation rates in this group by 3.4% per annum. For this purpose a number of policy measures have been developed and announced. These will be discussed in section 3 of this article. Indications from Statistics Netherlands (CBS) show that the figures for 2001 fell ? percentage point short of the Government’s objective. Generally it is acknowledged that low participation rates among older persons are generation-dependant, i.e. it is assumed that Spring 2003 | European Employment Observatory Review 127 Trends servants’ remuneration, together with the modalities of implementation of the law of 22 June 1963 determining the payment regime for civil servants, and (b) the law of 21 December 2001 relating to the State Budget for Receipts and Expenditure in the year 2002; The law of 25 July 2002 relating to incapacity for work and reemployment. We should also point out, as another significant advance, the study carried out by CEPS/INSTEAD on the theme of older workers. Franz Clement Table 1 Total employment rate — Employed persons aged 15-64 as a share of the total population of the same age group 1990 1995 2000 2001 EU-15 62.2* 60.1 63.4 64.1 NL 61.5 64.7 72.9 74.1 Employment rate — Employed women aged 15-64 as a share of the total female population of the same age group 1990 1995 2000 2001 EU-15 50.2* 60.1 63.4 64.1 NL 61.5 64.7 72.9 74.1 Total employment rate of older workers — Employed persons aged 55-64 as a share of the total population of the same age group 1990 1995 2000 2001 EU-15 37* 36 37.8 38.8 NL 29.6 29.3 38.2 39.6 Employment rate of older workers — Employed women aged 55-64 as a share of the total female population of the same age group 1990 1995 2000 2001 EU-15 23.9* 25.3 28 29.1 NL 15.6 18.4 26.1 28 Source: Eurostat, Labour Force Survey 1 Published 18 December 2002 2 The increase of labour market participation by older persons is also observed in OSA’s 2001 Labour Supply Trend Report (based on panel data). The increase was most significant within the category 55-65 years of age. In 2000 half of this group was in employment, as compared to 44% two years earlier. Labour market participation also increased within the group of 60-65 years old: from 11% in 1998 to 16% in 2000.
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Employment & European Social Fund E
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European Employment Observatory Rev
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Table of Contents Policies Overall
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AUSTRIA The programme of the Austri
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FINLAND Essential changes to legisl
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At least one quarter of the members
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in the event of a third and subsequ
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of active labour-market policy, as
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Training Networks Programme The Tra
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Subsequently, the provisions concer
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a strengthening and revitalisation
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workers into the labour market as w
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This reinforced targeting and resul
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BELGIUM The Occupational Immersion
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Agreement on converting 10,000 subs
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outplacement procedure, its duratio
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Integration agreements Another impo
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and local job and volunteering oppo
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FINLAND Preliminary information on
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BELGIUM Harmonisation and simplific
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• Returning migrants Eligibility
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Playing the generation game: an ove
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workers, who have either exited the
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e) Finland’s comprehensive approa
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Compared with the figures for 1997,
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Table 4: Activity quotas by age and
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Table 6: Length of unemployment by
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4Prospects In view of the demograph
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and is exempted from the obligation
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The Government is also addressing t
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permanente, 97-124 Desmet, R. and J
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Table 4: Breakdown by age of older
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Figure 1: Gender gap in the activit
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Figure 5: Effective and statutory r
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3. Recent trends in policies As alr
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3.3 Labour market programmes for el
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Figure 1: Population aged 15 and ov
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Page 77 and 78: companies. One of these projects wa
Page 79 and 80: Table 2: Projection of the economic
Page 81 and 82: Table 8: Numbers entering Early Ret
Page 83 and 84: Figure 1: Rate of access to trainin
Page 85 and 86: Germany 1 Introduction As far back
Page 87 and 88: Figure 3: Potentially economically
Page 89 and 90: Figure 5: Take-up of early-retireme
Page 91 and 92: Figure 8: Average amounts paid unde
Page 93 and 94: 64.5% (Hain/Tautz 2001: 365) withou
Page 95 and 96: Table 6: Collectively agreed workin
Page 97 and 98: Strukturbruch und Arbeitsmark-tentw
Page 99 and 100: men (Figure 3). In clear contrast w
Page 101 and 102: Figure 5: Unemployment rates, males
Page 103 and 104: More recent data, provided by Euros
Page 105 and 106: pensions retracted to normal levels
Page 107 and 108: Ireland 1. Introduction This Paper
Page 109 and 110: Table 3: Labour force trends, 1991-
Page 111 and 112: Table 4: Employment by age across s
Page 113 and 114: Occupational pensions There are als
Page 115 and 116: Italy 1. Introduction The EU offici
Page 117 and 118: Table 7: Activity rates (age 55-64)
Page 119 and 120: Table 10: Forecasts of employment r
Page 121 and 122: should take the territorial imbalan
Page 123 and 124: 2. Statistical Data 5 Number of pen
Page 125: 4.2 Measures to encourage older wor
Page 129 and 130: level. No taxes and social premiums
Page 131 and 132: edundancy scheme by employers. The
Page 133 and 134: uittreding: early retirement) schem
Page 135 and 136: Figure 4: Dependency and ageing ind
Page 137 and 138: Figure 8: Percentage of working age
Page 139 and 140: Figure 11: Average age of workers l
Page 141 and 142: Figure 2: percentage change between
Page 143 and 144: Figure 4: Figure 5: 25 20 15 10 0 -
Page 145 and 146: 100 90 80 70 60 50 40 30 20 10 Figu
Page 147 and 148: However, this measure does not cove
Page 149 and 150: Table 1(a): Employment rate, men, 5
Page 151 and 152: Figure 3(b): Main Source of income
Page 153 and 154: 4. Policies to stimulate active age
Page 155 and 156: Appendix Table A1(a): Participation
Page 157 and 158: Venta • Salg • Verkauf • Pvl
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