La valorizzazione dei lavoratori maturi (over 50): una ... - Italia Lavoro

La valorizzazione dei lavoratori maturi
The default position is likely to be that a higher retirement age will probably be
appropriate unless a lower one can be justified on the basis of work force planning,
health and safety, and most commonly, the simple fact that employees themselves are
simply not keen to work for any longer. In countries where there will be no
retirement age in future, or a higher age than previously, it will be important to bear
in mind that retirement can no longer be seen as a convenient way to dispose of poor
performers and improved performance management will be required to tackle those
employees who are visibly slowing down or getting stuck in their ways as they
become older. It will not be enough to simply wait until retirement age, as
justification of any dismissal will be required.
There is obviously a wide variation between employees in the age that their capacity
to work diminishes and their skills begin to atrophy, and a “one a size fits” all
approach will be unwise in the circumstances. To take the UK example, life
expectancy has risen by nine years in last half century and the age in which infirmity
in old age begins to show has also risen fast in conjunction with this. The majority of
sixty five year olds are showing no decline in mental capacity so serious
consideration will be required to any request made to work past the age of sixty five
(or whichever retirement age applies in different Member States).
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