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Trends Table 2 Total unemployment rate — age:15 years and over 1990 1995 2000 2001 EU-15 : 10.7 8.4 7.3 NL 7.7 7.2 2.7 2.1 Unemployment rate — Women, age:15 years and over 1990 1995 2000 2001 EU-15 : 12.4 9.9 8.5 NL 10.9 8.7 3.5 2.5 Total unemployment rate — age:55-64 1990 1995 2000 2001 EU-15 : 8.3 7.6 6.5 NL 3.8 3.5 1.9 1.5 Unemployment rate — Women, age:55-64 1990 1995 2000 2001 EU-15 : 8 7.8 29.1 LU : : : : NL 6.3 3.2 2.1 1.1 Table 3: Life-long learning Source: Eurostat, Labour Force Survey Percentage of the population aged 25-64,55-64 participating in education and training over the four weeks prior to the survey 1992 1995 2000 2001 Aged 25-64 55-64 25-64 55-64 25-64 55-64 25-64 55-64 EU-15 : : : : 8.5 3 8.4 3 NL 15.1 4.9 13.1 4.2 15.6 6.4 16.3 6.5 Table 4: Educational Attainment Source: Eurostat, Labour Force Survey Percentage of the population aged 25-64, 55-64 having achieved at least upper secondary education 1992 1995 2000 2001 Aged 25-64 55-64 25-64 55-64 25-64 55-64 25-64 55-64 EU-15 : : 55.4 38.6 63.5 48.4 63.8 48.4 NL : : : : 66.1 53.5 66.9 52.5 Source: Eurostat, Labour Force Survey 3 Statistics Netherland, Foreigners in the Netherlands (Allochtonen in Nederland), 2002. 4 Employment rate scenarios up to 2005 and 2010. future generations of older people will display higher participation rates. Furthermore, the ageing of the population is slowed down by the strong growth of the non-western nationals’ population (currently 10% of the population). On average, non-western nationals have more children than the native population and tend to come to the Netherlands at a relatively young age. 3 2. Trends and developments on the labour market The following tables, based on Eurostat tables, show the development of older workers’ (55-64 years old) and other age groups’ employment, unemployment, educational attainment and lifelong learning between 1990 (or 1992) and 2000 (or 2001). In each table the Dutch figures are included together with the EU-15 average. These tables show that: • in all areas the Netherlands perform above-average (notably with respect to unemployment rates), with the exception of older female workers’ employment rates; • in the employment and unemployment area the Netherlands have made a major leap forward between 1990 and 1995; • in all areas, except for unemployment rates, older workers have less favourable rates than younger workers. Another table, produced by the European Commission 4 , on expected employment growth and employment rates shows that the Stockholm target – an employment rate of 50% for older workers – is not likely to be met by the end of 2010 across the EU as a whole. Yet, more than half of the individual Member States, including the Netherlands, are expected to meet the target. The Commission contends that the table also confirms that for older workers, the continuation of past trends would not be sufficient to reach the Stockholm target (also due to a strong increase in the population in this group of about 1.4% per annum over 2001-2010), highlighting the need for significant labour market reform if their employment rate is to reach 50% by 2010. 3. The policy framework 3.1 State and additional pensions Every resident of the Netherlands is entitled to a State pension from the age of 65 (first pillar or tier). This pension is based on the Old Age Pensions Act (Algemene ouderdomswet, AOW). Workers (i.e. those in paid work) usually also have a supplementary pension from a sector or company pension fund (second tier) and they themselves can also provide for additional private pension, if they so wish and can afford it (third tier). The State-provided old age pension is not limited to current residents of the country but also covers those persons that have paid taxes on wages or salaries in the Netherlands. Beyond the age of 65 entitlement to (the continuation of) other social security benefits is fairly limited. As indicated, many, but certainly not all workers are entitled to a supplementary pension paid by a company/sector pension fund. These entitlements are part of the working conditions, negotiated by employers, employees and their representatives. For an individual employer it is not mandatory to provide a company pension scheme, except when a pension fund exists in his or her sector of business. Usually both the employer and the worker contribute to the pension fund (pension premium) – sometimes the worker is exempted from contributions or only has to contribute beyond a certain income 128 Spring 2003 | European Employment Observatory Review
level. No taxes and social premiums have to be paid with respect to pension premiums. Increasingly, flexible pension and pre-pension schemes are established that enable a worker – on the basis of a saving scheme - to retire before the age of 65 and/or retire part-time first and full-time later. These flexible schemes tend to replace the existing early retirement schemes, VUT (vervroegde uittreding), which are no longer supported fiscally by the Government, see section 3. One of the main problems regarding the second tier pension has been the so-called “breach of pension” (pensioenbreuk) which occurs when participation in a company or sector pension funds stops. This can happen, for example, when a worker changes jobs, becomes unemployed or disabled. Workers who temporarily leave paid employment to take care of their children can also suffer from loss of pension. Legal measures have been (and are being) taken to reduce this problem. For example, regulations exist for the transfer of pensions, thus enabling workers to transfer their pension entitlements to the company fund of their new employer without suffering a loss of entitlements. A fairly recent innovation concerns the main collective agreement for temporary work agencies (ABU-CAO). This collective agreement stipulates that temporary agency workers at the age of 21 and over who have worked for 26 weeks for the same temporary work agency have a right to be included in a pension scheme. If the worker starts working for another temporary work agency he or she will continue to participate in the pension scheme. However, if he interrupts work for one year or more, this participation ends and he or she will have to “build up” another 26 weeks before participation can be resumed. The pension entitlements that were already obtained are maintained. Participation in the pension scheme is mandatory for the temporary agency worker. The premium rate is 3.5% of the gross wage. The worker himself or herself pays a maximum of one third of the premium. To give an example: Table 5: Projected employment growth and employment rates 2001-2010 Spring 2003 | European Employment Observatory Review 129 Trends Randstad, one of the major temporary work agencies, has created a pension scheme for its workers called “Flexicurity”. Certain categories of workers, notably the self-employed, are depending on private pension schemes to create supplementary pension payments (besides the general old age pension provided by the State). Annuity insurance represents the most common example of private pension schemes: the worker pays a premium to the insurance company (tax-deductible to a certain extent, also depending on an individual’s – calculated – pension gap) and in return receives a certain fixed benefit at a certain age. The Dutch Confederation of Trade Unions FNV has estimated in the past that some half a million workers lack a supplementary pension scheme. This is referred to as the “blind spot” in pension schemes. Partly this pertains to companies and sectors that have not created any provision at all and partly to categories of workers that are being excluded from existing schemes, such as some groups of flexible workers. As far as women are concerned, this could represent cases of unequal treatment and a violation of European treaties and guidelines. The old age pension ends at the death of the recipient. The rate of the pension is derived from the minimum wage and the recipient’s private situation. A distinction is made between: • unmarried single persons: 70% of the minimum wage; • unmarried single persons with a child below the age of 18: 90% of the minimum wage; • married persons: each 50% of the minimum wage; • unmarried persons living together: each 50% of the minimum wage. Recipients with a partner below the age of 65 receive a pension of 50% of the minimum wage and may be entitled to an extra allowance, depending on the younger partner’s income and on the Average employment growth 2001-2010 Projected employment rate 2010 Total Women Older workers Total Women Older workers B 1.2% 1.7% 7.7% 65.2 57.6 38.7 DK 1.1% 1.4% 1.7% 82.7 80.7 56.9 D 0.7% 1.0% 1.8% 71.0 65.4 47.8 EL 0.4% 0.8% 2.2% 57.6 44.3 42.7 E 2.2% 3.8% 4.8% 68.5 58.9 51.4 F 1.3% 1.7% 6.4% 68.5 62.9 37.7 IRL 3.0% 4.0% 5.6% 78.6 71.8 56.9 I 1.6% 3.0% 2.7% 65.0 55.3 31.7 L 3.4% 5.1% 6.7% 79.0 74.6 35.9 NL 2.1% 3.1% 6.7% 86.0 82.6 52.5 A 0.3% 0.7% 1.8% 70.2 63.7 30.7 P 0.4% 0.6% 2.4% 71.1 64.5 56.1 FIN 1.7% 1.9% 6.8% 78.1 75.9 59.4 S 0.7% 0.6% 1.1% 73.8 71.8 63.5 UK 1.1% 1.2% 2.2% 76.5 70.2 53.0 F 1.3% 1.7% 6.4% 68.5 62.9 37.7 EU 1.2% 1.8% 3.3% 70.8 64.0 45.2
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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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Table 3: Labour market transition r
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 and 126: 4.2 Measures to encourage older wor
Page 127: 6. Conclusions With regard to keepi
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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