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Trends unemployment (>= 12 months), and this percentage increases to 43.4% among the very long term unemployed (>= 24 months). It is important to note that unemployment above 12 months is also high among the individuals aged between 35 and 54. However, this situation is different regarding the short-term unemployment (
Figure 11: Average age of workers leaving the labour market 66 64 62 60 58 56 54 63.2 63.2 62.2 64.5 60.9 61.7 UK SE FIN P A NL L I IRL F S GR DK G B consists of a reduction of the legal age of retirement to 58 to enable those who have been unemployed since the age of 55 and have a taxpaying career of 30 years to retire without deduction. (This measure will be introduced from March 2003). The new Social Security Law, approved in January 2002, foresees the implementation of a partial retirement scheme allowing for a gradual staging of the retirement process. In addition, the first stage of the EES saw the implementation of various training measures aimed to increase the overall standard of education of the Portuguese population. These are also seen to contribute towards active ageing. As mentioned above, many Portuguese workers do not have formal qualifications, but have skills acquired over the course of their working life. The accreditation of such learning is the role of the ANEFA (Angência Nacional para a Educação e Formação de Adultos). In relation to lifelong learning and assistance for restructuring, programmes are also available targeted at unemployed workers and those threatened by restructuring. These measures are equally open to older and younger workers. 5. Evaluation The evaluation of the implementation of the EES in Portugal shows that there are few indicators, which allows for the evaluation of the measures set out above. The figures quoted in the table below provide information on the number of individuals taking up the various options under the reform of the pension system. From these figures, it is clear that the number of older workers who have opted to leave the labour market over the legal retirement age is significantly lower than that of those who have chosen to retire early, thus showing an adverse effect on the behaviour of older workers from that intended (Table 2). Table 2: Number of workers who chose early retirement Pensioners 1999 2000 2001 57.5 With reduction 6389 16252 21969 With benefits 14 157 280 * Values until September Source: CNP 60.4 Spring 2003 | European Employment Observatory Review 139 64.3 58.7 61.4 60.4 63.6 61.6 58.1 Trends Source: European Commission 6. Conclusions The threshold of the third millennium is marked by greater longevity and the extension of active careers. There is no doubt that older workers will play an important role in the labour market in years to come in order to make up for declining birth rates. However, in order to achieve this, the employability of older workers, who possess, on average, only a low level of education, needs to be significantly improved. At the same time, the potential and value presented by older workers in the workplace needs to be better recognised across the European Union. Older workers possess many important skills which younger workers do not have, such as strategic and holistic thinking, capacity of reflection, commitment and loyalty. Despite this, the majority of enterprises continue not to involve the workers in the processes of reorganisation. The policies of early exit from the labour market cannot continue to be seen as a long-term solution, due mainly to the demographic restrictions that Portugal will have to deal with in the coming years. What is required is a more holistic view of employment across the lifecycle to allow for early intervention to ensure a limited reduction of capacity due to health and safety issues and training to combat low productivity. The involvement of the social partner in these processes is vital, particularly if the current trend towards relocation to countries with cheaper production costs is to be stopped. Portugal must begin to compete on the basis of quality and a well-educated and skilled workforce rather than on the basis of price if its economy is to prosper. Finally, it may also be desirable for Portugal to implement more effective anti-age discrimination legislation to ensure recruitment is based on ability rather than age. Currently, the vast majority of vacancy announcements define the age of admissible candidates, which is usually fixed at around 35 years. Helena Miranda & António Caetano This article was prepared on the basis of information available on 14 February 2003.
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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
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companies. One of these projects wa
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Table 2: Projection of the economic
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Table 8: Numbers entering Early Ret
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Figure 1: Rate of access to trainin
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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 and 128: 6. Conclusions With regard to keepi
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: Figure 8: Percentage of working age
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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