Working and ageing - Cedefop - Europa

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CHAPTER 11 Maintaining senior employment: some lessons from best practices in France Fabienne Caser In 2009, ANACT (French national agency for the improvement of working conditions) carried out a study on companiesʼ best practices as regards maintaining or bringing senior employees back to the workplace. Involving 40 French companies of varying sizes, status and business sectors, the study shows that action taken to foster senior employment concerns three complementary dimensions: preserving employee health; developing their skills; and fostering worker commitment. The practices identified cover a broad range of initiatives, focusing both on the work environment (working conditions, human resources management practices, management methods) and on employees (recruitment, training, etc.). They include vocational risk prevention and job development anticipation initiatives, designed not solely for senior employees, but for all company employees in general. Some of the practices involve employee guidance or counselling, in particular for employees who have reached career end, through various training, vocational review, preparation for sharing of experienced-based know-how or entrepreneur support systems. With regard to this type of action, the study shows that the basic features of such systems play as an important part in fostering job maintenance for seniors as do their consistency and interplay with the employeesʼ work environment. It also shows that it is important, when designing and implementing such systems, to consider certain features specific to the senior audience, and to focus on the preliminary step, that is mobilisation of those who might benefit from the programme.
11.1. Introduction CHAPTER 11 Maintaining senior employment: some lessons from best practices in France 205 In 2009, ANACT carried out a study on companiesʼ best practices as regards maintaining or bringing senior employees back to the workplace, on behalf of the French General Commission on Employment and Vocational Training (DGEFP) and the French Labour Administration (DGT) (Bugand et al., 2009a). The study was carried out in a distinct political and legislative setting, which gradually brought the topic of senior employment back to the fore, from end- 2008 onwards. Readers will recall that, despite a degree of progress, France continues to post one of the lowest employment rates in the 55-64 age group (38.9% in 2009, Eurostat), with an average of 46.0% in EU-27 (Eurostat). Another significant indicator of recurring issues in maintaining employment for senior workers on the labour market in France is that the actual average age of work cessation has remained stable at around 59 for several years. At age 59, more than one of every two workers has exited the labour market. For about 10 years, the French government has initiated several measures to support longer working lives, but the results have not been very encouraging. In 2009, a new step was taken. Companies with fewer than 50 employees were encouraged to set up an agreement or an action plan in favour of senior employment before 1 January 2010. Should they fail to institute it, they could face a financial penalty (1% of payroll). Against this entirely new backdrop, the study shows that action in favour of senior workers is possible, also in smaller companies, and provides companies with concrete tools to assist them as they develop their action plans (Bugand et al., 2009b). In the first part of the chapter, background information about the study, including the methodology and global results will be provided. In the second part, the aim is to analyse, in finer detail, several undertakings that echo guidance and counselling practices for ageing workers. 11.2. Study methodology and framework for analysis In carrying out this study, a pragmatic approach to the concept of best practices was taken. First and foremost, these practices were considered local initiatives yielding favourable outcomes, as regards maintaining and bringing senior employees back to the workplace. A total of 40 companies – of which 12 small and medium-sized companies (SMEs) – were examined. This is significant because SMEs usually claim to
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EN Working and ageing Guidance and
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A great deal of additional informat
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Foreword Population ageing is one o
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Acknowledgements This publication r
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8. Policy, research and practice: s
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14.2. Participation rates of indivi
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CHAPTER 1 Setting the scene: promot
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To improve quality and transparency
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Gomes present the set-up and outcom
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CHAPTER 2 Do European employers sup
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CHAPTER 5 Cognitive ageing in older
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PART 2 Meeting the challenges - Eme
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unmet demand is limited, as is the
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people in the second phase (25-50)
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CHAPTER 7 Learning, work and later
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are now better than ever before, es
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CHAPTER 8 Policy, research and prac
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will need to be supported by struct
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CHAPTER 14 Realising the potential
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CONCLUSIONS Ageing Europe at work -
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EN Working and ageing Guidance and
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Working and ageing - Cedefop - Europa

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