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Lietzmann, Torsten, Stephanie Prümer & Philipp Ramos Lobato (2026): Aktivierung statt Frühverrentung? Die Neujustierung der Steuerungslogik gegenüber älteren Leistungsbeziehenden im Zuge der Bürgergeld-Reform. In: Sozialer Fortschritt, S. 1-23. DOI:10.3790/sfo.2026.1482201

Abstract

"Mit dem Bürgergeld-Gesetz, das Anfang 2023 in Kraft trat, wurden auch zwei arbeitsmarktpolitisch zentrale Änderungen für ältere Leistungsbeziehende der Grundsicherung für Arbeitsuchende beschlossen. Zum einen wurde die Pflicht zur vorzeitigen Inanspruchnahme einer Altersrente (§ 12a SGB II) bis Ende 2026 ausgesetzt, wodurch der Verbleib im Leistungsbezug über das 63. Lebensjahr hinaus erleichtert wird. Zum anderen wurde die Sonderregelung des § 53a SGB II abgeschafft, nach der ältere Leistungsbeziehende unter bestimmten Voraussetzungen aus der Arbeitslosenstatistik herausgenommen werden konnten. Der Beitrag argumentiert, dass diese Änderungen eine institutionelle Neujustierung der Steuerungslogik gegenüber älteren Leistungsbeziehenden darstellen: Der Druck zur Frühverrentung wird reduziert, während zugleich der Anspruch auf Arbeitsmarktintegration gestärkt wird. Auf Grundlage administrativer Daten der Statistik der Bundesagentur für Arbeit sowie Befragungsdaten des IABJobcenterpanels zeigt der Beitrag, dass sich die Abgänge aus dem SGB-II-Bezug ab 63 Jahren verringert haben und die Arbeitslosmeldungen in der betreffenden Altersgruppe gestiegen sind. Hinweise auf eine tatsächliche Verbesserung der Arbeitsmarktintegration ergeben sich bislang jedoch nicht. Dies deutet auf strukturelle Grenzen einer stärkeren arbeitsmarktpolitischen Aktivierung älterer Leistungsbeziehender hin." (Autorenreferat, IAB-Doku, © Duncker & Humblot)

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Patel, Pankaj C. (2026): For older and poorer: the implications of self-employment among individuals over 50. In: Applied Economics, Jg. 58, H. 6, S. 1113-1131. DOI:10.1080/00036846.2025.2464818

Abstract

"Drawing on human capital theory and analysing data from the American Community Survey and Panel Study of Income Dynamics, we examine how economic policies influence late-career entrepreneurship. We find that older, economically vulnerable individuals are increasingly pushed into self-employment, often as a necessity rather than an opportunity. The association persists even when controlling for economic shocks and individual fixed effects. Notably, state-level policies such as minimum wage increases and Medicaid expansion show limited efficacy in altering these patterns or improving outcomes for this demographic. Our findings underscore the inadequacy of current broad-based economic policies in addressing the unique challenges faced by older workers in an evolving labour market." (Author's abstract, IAB-Doku) ((en))

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Ahammer, Alexander, Martin Halla, Pia Heckl & Rudolf Winter-Ebmer (2025): Reintegrated Older Long-Term Unemployed Workers: The Impact of Temporary Job Guarantees. (Working paper / Department of Economics, Johannes Kepler Universität of Linz 2025-12), Linz, 43 S., App.

Abstract

"Long-term unemployment among older workers is particularly difficult to overcome. We study the impacts of a large-scale job guarantee program that offered up to two years of fully subsidized employment to long-term unemployed individuals aged 50 and above. Using a sharp age-based discontinuity in eligibility, we find that participation increased regular, unsubsidized employment by 43 percentage points two years after the program ended. The gains are driven by transitions into new firms and industries, rather than continued subsidized employment, and we find no evidence of displacement effects for non-participants or spillovers to family members. The program had no measurable short-run health effects." (Author's abstract, IAB-Doku) ((en))

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Ahammer, Alexander, Martin Halla, Pia Heckl & Rudolf Winter-Ebmer (2025): Reintegrating Older Long-Term Unemployed Workers: The Impact of Temporary Job Guarantees. (CEPR discussion paper / Centre for Economic Policy Research 20939), London, 58 S.

Abstract

"Long-term unemployment among older workers is particularly difficult to overcome. We study the impacts of a large-scale job guarantee program that offered up to two years of fully subsidized employment to long-term unemployed individuals aged 50 and above. Using a sharp age-based discontinuity in eligibility, we find that participation increased regular, unsubsidized employment by 43 percentage points two years after the program ended. The gains are driven by transitions into new firms and industries, rather than continued subsidized employment, and we find no evidence of displacement effects for non-participants or spillovers to family members. The program had no measurable short-run health effects." (Author's abstract, IAB-Doku) ((en))

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Badalyan, Sona (2025): Peer Effects in Old‑Age Employment Among Women. (IAB-Discussion Paper 13/2025), Nürnberg, 72 S. DOI:10.48720/IAB.DP.2513

Abstract

"Dieses Papier nutzt eine einzigartige Situation des Normenwandels – eine deutsche Rentenreform, die das Renteneintrittsalter für Frauen und Männer angleichen sollte –, um zu untersuchen, wie Beschäftigung im höheren Alter über Arbeitsplatznetzwerke weitergegeben wird. Die Reform erhöhte das früheste Renteneintrittsalter von Frauen von 60 auf 63 Jahre für Kohorten, die ab 1952 geboren wurden. Unter Verwendung des Universums der Arbeitsgruppen aus den Sozialversicherungsdaten vergleiche ich Frauen, deren Kolleginnen knapp über oder unter der Reformgrenze lagen. Ich finde, dass Frauen eher im höheren Alter erwerbstätig bleiben, wenn ihre Kolleginnen dies tun, wobei die Effekte in den Regionen des ehemaligen Westdeutschlands mit traditionellen Geschlechternormen stärker ausfallen. Geschlechtsneutrale Rentenreformen verstärken somit ihren Effekt über den Einfluss von Kolleginnen und tragen zu einer regionalen Angleichung der Beschäftigungsmuster im späten Erwerbsleben bei." (Autorenreferat, IAB-Doku)

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Bratsberg, Bernt & Elena Stancanelli (2025): Gender norms and partners' joint retirement decisions: learning from a Norwegian reform. (Paris-Jourdan Science Economiques. Working paper 2025-31), Paris, 48 S.

Abstract

"We argue that gender norms may shape partners’ joint retirement decision. We study a 2011 pension reform in Norway, which incentivized postponing retirement for employees of many private sector firms. Using Norwegian register data, we construct population samples of older dual-earner couples in which only one partner was eligible for the reform, and link them to their mothers’ employment status when partners were young, to capture gender norms. Taking an event-study differences-in-differences approach, we find significant employment effects for the partner directly affected by the reform, and heterogeneous spillover effects for the other partner. In particular, women with an employed mother-in-law, but not those with a stay-home mother-inlaw, increase their employment, if their husband does so, due to the reform. In contrast, men with a stay-at-home mother are more likely to postpone retirement if their wife does so, following the reform." (Author's abstract, IAB-Doku) ((en))

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Eiffe, Franz Ferdinand, Dragoș Adăscăliței, Karel Fric, Jessye Muller, Ricardo Rodriguez Contreras & Tina Weber (2025): Keeping older workers in the labour force. (Eurofound research report / European Foundation for the Improvement of Living and Working Conditions), Dublin, 77 S. DOI:10.2806/4361116

Abstract

"Europe’s population is ageing and has experienced natural decline since 2014, cushioned only by net migration. The working-age population is shrinking as the number of older individuals grows, a trend expected to continue with the retirement of the baby boom generation. This shift presents challenges for policymakers in relation to employment, living standards and welfare sustainability across EU Member States. This report aims to answer the question of how to keep older workers in employment as long as possible. It provides a comprehensive analysis of employment developments. It examines job quality differences across various age groups and analyses differences in job quality within the group of older workers. The report also explores the push and pull factors influencing employment trends across Europe and delves into the policies and practices implemented by Member States to keep older workers in the workforce. It highlights the critical role of social partners in shaping these outcomes and, finally, provides general pointers for policymakers to consider." (Author's abstract, IAB-Doku) ((en))

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Homrighausen, Pia & Julia Lang (2025): Can Information About Negative Age-Related Stereotypes Improve the Employment Chances of Older Unemployed Workers? In: Journal of Aging & Social Policy, Jg. 37, H. 6, S. 1105-1124., 2024-02-21. DOI:10.1080/08959420.2024.2384174

Abstract

"With increasing age, it becomes more difficult for unemployed workers to find a new job. Due to age-related negative stereotypes, employers typically prefer younger applicants. This study analyzes a marketing campaign of a local employment agency in Germany that drew attention to the problem of negative age-related stereotypes and highlighted the high value of older workers. The goal of the campaign was to increase the hiring rate of older unemployed. Using comprehensive register data and applying a difference-in-differences approach, we find that the information conveyed through the campaign (via banners, interviews, job fairs, and informational brochures) did indeed change firms’ hiring behavior. The intervention increased the employment rate of workers aged 50 to 59 with unemployment experience by approximately 3 percentage points. The positive employment effects of the campaign appear to be somewhat more pronounced for women than for men. We conclude that an information campaign to overcome age-related negative stereotypes might be an appropriate measure to highlight the value of older workers and increase their employment chances. In the context of the demographic change, therefore, an information campaign might help to fight against a shrinking workforce and an impending shortage of skilled labor." (Author's abstract, IAB-Doku, © Taylor & Francis) ((en))

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Jacobs, Lindsay & Suphanit Piyapromdee (2025): Labor Force Transitions at Older Ages: Burnout, Recovery, and Reverse Retirement. (CEPR discussion paper / Centre for Economic Policy Research 20616), London, 54 S.

Abstract

"Partial and reverse retirement are two key behaviors characterizing labor force dynamics for individuals at older ages, with half working part-time and over a third leaving and later re-entering the labor force at some point. The high rate of exit and re-entry is especially puzzling when considering the flat and declining wage profiles observed at older ages and uncertainty about future re-employment. Using Health and Retirement Study (HRS) data, we document the timing and prevalence of these behaviors and show that reverse retirees resemble permanent retirees across many observables, but differ notably in reported job stress and polygenic scores linked to stress sensitivity. To understand what drives these behaviors, we develop and estimate a dynamic model of retirement that incorporates uncertainty in wages and health, along with a novel “burnout-recovery” process representing the accumulation and dissipation of work-related stress. The model replicates key patterns in the data, accounting for over two-thirds of reverse retirement and 40 percent of transitions to part-time work—patterns that cannot be explained by health or wealth shocks alone. Our findings suggest that reverse retirement is largely a predictable response to recoverable stress rather than a reaction to shocks. Policy simulations show that part-time subsidies and sabbaticals enhance labor force attachment and welfare by reducing burnout, while eliminating the Retirement Earnings Test raises re-entry but also increases stress exposure. Together, these findings highlight the central role of stress dynamics in shaping retirement behavior and inform the design of policies to support work at older ages." (Author's abstract, IAB-Doku) ((en))

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Kantarcı, Tunga, Jim Been, Arthur van Soest & Daniël van Vuuren (2025): Partial retirement opportunities and the labor supply of older individuals. In: Labour Economics, Jg. 96. DOI:10.1016/j.labeco.2025.102739

Abstract

"We evaluate partial retirement options as an instrument to increase labor participation among older individuals. In a stated choice experiment, Dutch survey respondents were asked to choose among early, late and partial retirement scenarios purged from restrictions on part-time work and gradual retirement. Retirement scenario characteristics were randomized, generating rich variation in the choice options. The stated choices are validated using revealed preference data on (planned) retirement decisions. Using the stated choice data, we estimate a model that makes the trade-offs between leisure and income over the life cycle explicit, and use the estimated model for counterfactual policy simulations. We find that, as expected, higher (full) pension eligibility ages make actuarially fair (abrupt) early retirement more attractive and make late retirement less attractive, while about one in three respondents prefer partial retirement irrespective of the eligibility age. Early retirement becomes more attractive than late retirement when individuals do not have the partial retirement option. Moreover, the partial retirement decision is sensitive to financial incentives so that subsidizing partial retirement with higher wages or with more than actuarially fair pension increases for delaying retirement increases total labor supply. These findings demonstrate the potential of partial retirement as a policy instrument to stimulate labor participation, especially when pension eligibility is delayed." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))

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Patki, Dhiren (2025): Breaking the Implicit Contract: Using Pension Freezes to Study Lifetime Labor Supply. In: Journal of Political Economy Macroeconomics, Jg. 3, H. 3, S. 305-342. DOI:10.1086/736925

Abstract

"This paper studies the elimination of defined benefit pensions and subsequent adoption of 401(k) plans by U.S. employers. Using matched employer-employee data linked to thousands of firm-level retirement plan changes, it shows that unexpected losses in future compensation engendered by pensions plan transitions induce premature retirement for some workers and delayed retirement for others. Heterogeneity in retirement behavior stems from differences in the relative strength of substitution and wealth effects. Exploiting treatment effects as estimation targets, it fits a model of retirement and uses the model to quantify welfare costs and labor supply effects of changes in workplace penstion structure." (Author's abstract, IAB-Doku) ((en))

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Schnabel, Claus & Juliane List (2025): Altersdiskriminierung trotz Arbeitskräftemangel? In: Wirtschaftsdienst, Jg. 105, H. 6, S. 444-448. DOI:10.2478/wd-2025-0113

Abstract

"Der zunehmende Arbeitskräftemangel in Deutschland rückt die Beschäftigung älterer Arbeitskräfte in den Fokus. Zwar ist deren Erwerbstätigkeit gestiegen, doch Ältere finden schwerer einen Arbeitsplatz und erfahren Diskriminierung bei der Arbeitsuche. In manchen Unternehmen scheint noch immer das überholte Stereotyp vorzuherrschen, Ältere seien weniger leistungsfähig. Andererseits berichten Betriebe überwiegend von positiven Erfahrungen mit neu eingestellten älteren Arbeitskräften. Um die Arbeitsmarktchancen Älterer zu erhöhen, ist der Staat im Rahmen seiner Arbeitsmarkt- und Antidiskriminierungspolitik gefordert, und Betriebe wie Arbeitsuchende müssen ihr Verhalten anpassen." (Autorenreferat, IAB-Doku)

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Schäfer, Holger & Stefanie Seele (2025): Arbeitslosenversicherung: Einheitliche Bezugsdauer spart Milliarden. (IW-Kurzberichte / Institut der Deutschen Wirtschaft Köln 2025,63), Köln, 3 S.

Abstract

"Die verlängerte Bezugsdauer von Arbeitslosengeld für Ältere führt zu einer längeren Dauer der Arbeitslosigkeit. Eine Vereinheitlichung auf 12 Monate ist gerecht, könnte den Haushalt der Bundesagentur für Arbeit um über 2 Milliarden Euro entlasten und schafft einen Anreiz, bis zur Regelaltersgrenze am Arbeitsmarkt aktiv zu bleiben." (Autorenreferat, IAB-Doku)

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Walwei, Ulrich (2025): Beiträge des Arbeitsmarktes zur Finanzierung der Alterssicherung. In: M. Ferber & S. Schmid (Hrsg.) (2025): Die Zukunft der Altersversorgung in Deutschland, S. 24-33.

Abstract

"Die absehbaren Veränderungen des Erwerbspersonenpotenzials haben nicht nur Folgen für den Arbeitsmarkt, sondern auch sozialpolitische Konsequenzen. Der Anteil der Bevölkerung über 65 Jahre in Relation zu den Erwerbspersonen (beispielsweise zwischen 20- und 64-Jährigen) wird weiter steigen. Der sogenannte „Altenquotient“ zeigt damit an, dass es ohne zusätzliche Erwerbspersonen immer schwerer werden wird, die Rentenversicherung nachhaltig zu finanzieren. Ein Ansatzpunkt, um dem entgegenzuwirken ist die Verbreitung der Basis des Erwerbspersonenpotenzials. Die Erschließung zusätzlicher Arbeitskräftereserven ist zwar kein Selbstläufer, aber auch alternativlos. Wichtige Felder sind in diesem Kontext die dauerhafte Stärkung der Erwerbsmigration sowie deutlich mehr Erwerbsanreize für die Beschäftigung von Älteren und Müttern. Nicht außer Acht lassen sollte man für die künftige Finanzierung der Altersvorsorge zudem Produktivitätserhöhungen und damit verbundene Lohnsteigerungen. Wollte man dies erreichen, ginge es um eine signifikante Stärkung von frühkindlicher und schulischer Bildung sowie von Aus- und Weiterbildung." (Textauszug, IAB-Doku)

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Wanger, Susanne (2025): Flexible Übergänge in den Ruhestand: Verbreitung und Ausgestaltung von Altersteilzeit und Zeitwertkonten. (IAB-Forschungsbericht 24/2025), Nürnberg, 57 S. DOI:10.48720/IAB.FB.2524

Abstract

"Der demografische Wandel führt zu einer Schrumpfung und Alterung des Erwerbspersonenpotenzials. Daher wird es für Betriebe zunehmend wichtiger, gut qualifiziertes Personal möglichst lange zu halten. Vor diesem Hintergrund gewinnt die Erwerbsbeteiligung älterer Personen an Bedeutung, insbesondere die Frage, unter welchen Rahmenbedingungen deren Beschäftigungsfähigkeit möglichst lange erhalten und gefördert werden kann. Gleitende Übergänge in den Ruhestand, wie sie durch Altersteilzeit oder Langzeitkonten ermöglicht werden, können hierzu einen wertvollen Beitrag leisten. Dieser Forschungsbericht bietet einen umfassenden Überblick über die Gestaltung, Verbreitung und Nutzung dieser Regelungen. Anhand von Daten der IAB-Beschäftigtenhistorik wird zunächst die Entwicklung der Altersteilzeit analysiert. Dabei werden regionale und geschlechtsspezifische Unterschiede sowie Unterschiede hinsichtlich der Inanspruchnahme nach Berufen, Belastungen, Betriebsgröße oder Branche beleuchtet. Zudem werden das Zu- und Abgangsalter der Altersteilzeitbeschäftigten, die Dauer der Altersteilzeit, das gewählte Arbeitszeitmodell und ausgeübte Nebentätigkeiten während dieser Phase berücksichtigt. Ende 2023 waren knapp 300.000 sozialversicherungspflichtig Beschäftigte in Altersteilzeit tätig, was einer Nutzungsquote von rund 4 Prozent innerhalb der anspruchsberechtigten Altersgruppe der 55- bis 65-Jährigen entspricht. Die Ergebnisse zeigen, dass die Altersteilzeit weiterhin häufig zur Verkürzung der Lebensarbeitszeit genutzt wird. So liegt das Zugangsalter zur Rente bei Altersteilzeitbeschäftigten deutlich niedriger als bei allen Versicherten. Aufgrund der starken Nutzung des sogenannten Blockmodells (80 %) erfolgt der tatsächliche Erwerbsausstieg nochmals früher. Zudem schließen Männer häufiger Altersteilzeitvereinbarungen ab als Frauen, da sie in der Regel mehr verdienen und seltener in Teilzeit arbeiten. Zusammenfassend lässt sich festhalten, dass die Altersteilzeit für Beschäftigte weiterhin in erster Linie dazu dient, über das Blockmodell früher aus dem Erwerbsleben auszusteigen. Für Betriebe stellt sie einen Weg dar, Personal sozialverträglich abzubauen und die Belegschaft zu verjüngen. Ergänzend untersucht der Forschungsbericht die betriebliche Verbreitung von Zeitkonten für längerfristige Freistellungen, die in den vergangenen Jahren an Bedeutung gewonnen haben. Mithilfe von Daten des IAB-Betriebspanels wird dargestellt, welche Betriebe Langzeitkonten anbieten und wofür die angesparten Zeitguthaben überwiegend verwendet werden. Bei Zeitkonten für längerfristige Arbeitsfreistellungen ist in den vergangenen Jahren ein Anstieg zu beobachten. Im Jahr 2022 gab es diese Option in rund 10 Prozent der Betriebe. Dabei steigt die Verbreitung mit zunehmender Betriebsgröße. Im Durchschnitt haben 18 Prozent der Beschäftigten Anspruch auf ein Zeitwertkonto. Tatsächlich genutzt hat es jedoch nur jeder dritte Anspruchsberechtigte, was 6 Prozent aller Beschäftigten entspricht. Langzeitkonten stehen tendenziell eher qualifizierteren Beschäftigten in größeren, tarifgebundenen Betrieben mit höherem Lohnniveau zur Verfügung. Die angesparten Zeitguthaben werden vor allem für Familienzeiten, Sabbaticals oder für Weiterbildungszeiten verwendet, seltener jedoch, um die Lebensarbeitszeit zu verkürzen. IAB-Forschungsbericht 24|2025 6 Insgesamt wird deutlich, dass die Möglichkeiten für ältere Beschäftigte, den Übergang in den Ruhestand flexibel zu gestalten, in der Praxis sehr unterschiedlich verteilt sind. Altersteilzeit und Zeitkonten für längerfristige Arbeitsfreistellungen sind vornehmlich in großen bzw. tarifgebundenen Betrieben zu finden. Ihre Inanspruchnahme hängt stark von den spezifischen Gegebenheiten der Betriebe ab. Häufig profitieren Beschäftigte mit besseren Arbeitsbedingungen und höheren Einkommen von diesen Regelungen, während Beschäftigte, die einen flexiblen Rentenbeginn am dringendsten benötigen würden, weniger Zugang zu diesen Möglichkeiten haben." (Autorenreferat, IAB-Doku)

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Büttner, Thomas, Torben Schewe & Gesine Stephan (2024): Die Förderung von älteren Arbeitslosen verbessert deren Beschäftigungschancen. In: IAB-Forum H. 15.07.2024. DOI:10.48720/IAB.FOO.20240715.01

Abstract

"Gemessen an den Zugängen in Arbeitslosigkeit erhalten ältere Arbeitslose anteilig seltener eine Förderung als jüngere Arbeitslose. Die Förderung mit arbeitsmarktpolitischen Instrumenten im Rechtskreis SGB III kann jedoch dazu beitragen, ihre Beschäftigungschancen deutlich zu verbessern. Eine Wirkungsanalyse zeigt, dass der Anteil der älteren Geförderten, die sich anderthalb Jahre nach Förderbeginn in ungeförderter Beschäftigung befinden, deutlich höher ausfällt als für vergleichbare ungeförderte Arbeitslose." (Autorenreferat, IAB-Doku)

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Dalle, Axana, Elsy Verhofstadt & Stijn Baert (2024): The subsidy trap: Explaining the unsatisfactory effectiveness of hiring subsidies for the senior unemployed. (Working paper / Ghent University. Faculty of Economics and Business Administration 2024/1082), Gent, 36 S.

Abstract

"To extend the labor market participation of seniors, numerous countries provide subsidies to incentivise their recruitment or employment. Prior research demonstrates that the effectiveness of such subsidies is rather unsatisfactory, although the reasons for this inadequacy remain unclear. Therefore, we examined negative employer perceptions triggered by eligibility for such subsidies that might explain this disappointing effectiveness. To this end, we set up a vignette experiment in which 292 genuine recruiters assessed fictitious candidates on their hireability and underlying productivity estimations. These candidates differed experimentally in their eligibility for a hiring subsidy targeted at the unemployed aged 58 or over. Our results indicate that the subsidy has a negative effect on their hiring outcomes. This adverse effect is explained by negative perceptions that counteract the financial incentive. Specifically, the subsidized candidates signal lower physical and technological skills along with an augmented difficulty in hiring and labor inspection." (Author's abstract, IAB-Doku) ((en))

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Dalle, Axana, Elsy Verhofstadt & Stijn Baert (2024): The subsidy trap: Explaining the unsatisfactory effectiveness of hiring subsidies for the senior unemployed. In: Journal of Economic Behavior & Organization, Jg. 227. DOI:10.1016/j.jebo.2024.106713

Abstract

"To extend the labour market participation of seniors, numerous countries provide subsidies to incentivise their recruitment or employment. Prior research demonstrates that the effectiveness of such subsidies is rather unsatisfactory, although the reasons for this inadequacy remain unclear. Therefore, we examined negative employer perceptions triggered by eligibility for such subsidies that might explain this disappointing effectiveness. To this end, we set up a vignette experiment in which 292 genuine recruiters assessed fictitious candidates on their hireability and underlying productivity estimations. These candidates differed experimentally in their eligibility for a hiring subsidy targeted at the unemployed aged 58 or over. Our results indicate that the subsidy has a negative effect on their hiring outcomes. This adverse effect is explained by negative perceptions that counteract the financial incentive. Specifically, the subsidised candidates signal lower physical and technological skills along with an augmented difficulty in hiring and labour inspection." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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De Brouwer, Octave & Ilan Tojerow (2024): Old-age unemployment and labour supply: an application to Belgium. In: Empirical economics, Jg. 67, H. 1, S. 253-287. DOI:10.1007/s00181-023-02544-1

Abstract

"Over the last two decades, social security reforms in several European countries have turned early retirement routes for older workers increasingly difficult. The size of the effects of these reforms on labor supply and social security transfers, and how these effects interact with workers' characteristics have yet to be measured. This article sheds light on this issue by exploring the consequences of postponing access to an old-age unemployment program—from age 58 to 60—in Belgium. The program provides laid-off workers with a combination of unemployment benefits and a monthly supplement paid by the employer until the full retirement age. Exploiting register data on the universe of workers and using a difference-in-difference identification strategy, the authors find that UCS eligibility negatively affects employment participation but also mitigates older workers' participation in other social security programs." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Gudgeon, Matthew, Pablo Guzman, Johannes F. Schmieder, Simon Trenkle & Han Ye (2024): When Institutions Interact: How the Effects of Unemployment Insurance are Shaped by Retirement Policies. Ungated Version to NBER working paper 31807. (NBER working paper / National Bureau of Economic Research 31807 (ungated Version 2024)), Cambridge, Mass, 62 S.

Abstract

"In diesem Beitrag wird empirisch gezeigt, dass die Auswirkungen der Arbeitslosenversicherung (ALV) auf die Nichtbeschäftigung älterer Arbeitnehmer in erster Linie von der Struktur der Rentenpolitik abhängen. Anhand von deutschen Daten präsentieren wir zunächst Belege für diese Wechselwirkungen und dokumentieren eine starke Bündelung der Zuflüsse in die Arbeitslosenversicherung in dem Alter, in dem die Arbeitnehmer nach Ablauf der Arbeitslosenversicherung ihre Rente beantragen können. Anschließend schätzen wir ein dynamisches Lebenszyklusmodell und verwenden es, um direkt zu quantifizieren, wie die Auswirkungen der Arbeitslosenversicherung mit der Rentenpolitik variieren. Die Berücksichtigung von Wechselwirkungen zwischen den Institutionen der Sozialversicherung und des Ruhestands hilft auch bei der Erklärung von ansonsten schwer zu erklärenden Trends in der Arbeitslosenquote älterer deutscher Arbeitnehmer." (Autorenreferat, IAB-Doku)

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Hernaes, Erik, Simen Markussen, John Piggott & Knut Røed (2024): The impact of pension reform on employment, retirement, and disability insurance claims. In: Journal of Population Economics, Jg. 37, H. 4. DOI:10.1007/s00148-024-01052-5

Abstract

"We evaluate the 2011 comprehensive reform of Norwegian early retirement institutions using a parsimonious random utility choice model. Conditional on employment at age 60, we estimate a three-state conditional logit model to explain the realized labor market state at age 63 among the alternatives of employment, retirement, and disability program participation. The reform radically changed work incentives and/or pension access age for some (but not all) workers, such that the influence of economic incentives can be identified based on reform-generated variation only. We find that improved work incentives caused employment rates to rise considerably at the expense of early retirement and exit through disability insurance. Improved liquidity through a lower age to access own pension funds on actuarially neutral terms caused a small increase in employment and a large drop in disability program participation. Properly designed pension reforms thus need to take the interplay between old-age pension and disability insurance programs into account." (Author's abstract, IAB-Doku) ((en))

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Irmen, Andreas, Rana Cömertpay & Anastasia Litina (2024): Societal Aging and Attitudes towards Women in the Labor Market: Evidence from European Countries. In: Economics Bulletin, Jg. 44, H. 4, S. 1326-1332.

Abstract

"This paper examines the relationship between societal aging and attitudes toward women in the labor market. We hypothesize that, up to a certain point, these attitudes are more favorable as societies grow ”older”. In these societies, people may better recognize that an increase in female labor force participation can help mitigate the challenges that societal aging imposes on the welfare state. To test this hypothesis, we conduct a multilevel analysis of individuals from 25 European OECD countries between 2004 and 2017, using the Old Age Dependency Ratio (OADR) as a proxy for societal aging and gender-related questions from the European Social Survey (ESS). Our findings reveal a hump-shaped relationship between societal aging and attitudes towards women in the labor market. In the early stages of demographic change, particularly in countries with a rising OADR, positive attitudes can be attributed to the recognition that an aging population necessitates a larger working-age population, making women a logical resource for expansion, thus fostering more favorable norms. However, as societal aging progresses further, conservative views associated with older populations begin to dominate, leading to a deterioration in gender norms. in the labor market. In the early stages of demographic change, particularly in countries with a rising OADR, positive attitudes can be attributed to the recognition that an aging population necessitates a larger working-age population, making women a logical resource for expansion, thus fostering more favorable norms. However, as societal aging progresses further, conservative views associated with older populations begin to dominate, leading to a deterioration in gender norms." (Author's abstract, IAB-Doku) ((en))

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Klinges, Giulia, Alain Jousten & Mathieu Lefebvre (2024): Social Security and Inequality in Belgium. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16735), Bonn, 37 S.

Abstract

"Over the years, the Belgian social security system has undergone substantial reform with a prime focus on increasing older worker labor force participation. The paper explores the effect of past reforms on inequality in old age. We distinguish two separate effects: The mechanical effect considers the change in inequality and expected benefit levels due to the reforms for a fixed retirement age distribution. The behavioral effect accounts for the endogenous change caused by changes in the incentives to work. Our results show that mechanically, reforms have led to losses in expected benefits for all but the lowest income quintile. Behavioral changes had a positive but orders of magnitude smaller effect. Overall, inequality decreased as a result of reforms." (Author's abstract, IAB-Doku) ((en))

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Moghadam, Hamed Markazi, Patrick A. Puhani & Joanna Tyrowicz (2024): Pension reforms and couples’ labour supply decisions. In: Labour Economics, Jg. 91. DOI:10.1016/j.labeco.2024.102627

Abstract

"This study examines how retirement options for husbands and wives impact their labour supply decisions using a regression discontinuity design. In the context of German pension reforms, which have tightened early retirement possibilities, we find that coordination in retirement decisions between spouses was more prevalent and symmetrical before the reforms, but less so after. This sheds light on the role of early retirement possibilities in shaping couples’ reactions to one spouse’s retirement age." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Räder, Evelyn & Ina Rodenberg (2024): Situation Älterer am Arbeitsmarkt. (Arbeitsmarkt aktuell 2024,02), 29 S.

Abstract

"Steigende Erwerbstätigen und Beschäftigungsquoten lassen vermuten, dass sich auch die Situation älterer Menschen am Arbeitsmarkt grundlegend verbessert hätte. Bei detaillierter Betrachtung zeigen sich jedoch immer noch deutliche Handlungsbedarfe. Wird die Erfahrung Älterer wenig geschätzt, werden sie in Modernisierungsprozessen nicht mitgenommen, wird ihnen kaum Weiterbildung ermöglicht, wird auf die langfristige Gesunderhaltung der Mitarbeiter*innen und auf sinnvolle Entlastungen für Ältere nicht geachtet, werden Ältere in der Arbeitswelt abgehängt. Der DGB und seine Mitgliedsgewerkschaften fordern daher eine alters- und alternsgerechte Gestaltung von Arbeitsplätzen sowie die Arbeits- und vor allem die Qualifizierungsförderung für ältere Menschen quantitativ und qualitativ auszubauen .Die weitere Anhebung des Renteneintrittsalters und die Abschaffung der abschlagsfreien Rente für besonders langjährig Versicherte (sog. Rente mit 63 sowie die Abschaffung der längeren Bezugsdauer von Arbeitslosengeld für über Fünfzigjährige sind hingegen Irrwege." (Textauszug, IAB-Doku)

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Sinclair, Craig, Tomer Joffe, Natasha Ginnivan, Sharon K. Parker & Kaarin J. Anstey (2024): A Scoping Review of Workplace Interventions to Promote Positive Attitudes Toward Older Workers and Reduce Age-Based Discrimination. In: Work, Aging and Retirement, Jg. 10, H. 2, S. 61-76. DOI:10.1093/workar/waad013

Abstract

"Population aging trends have created a need for effective policies to extend adult working lives. Previous research has identified the prevalence of negative attitudes (age-related stereotypes, prejudice, and discriminatory behaviors) directed toward older workers in the workplace context. The current scoping review aimed to describe and assess the current evidence in support of different types of interventions aimed at promoting positive attitudes and reducing age-based discrimination in the workplace context. A search of peer-reviewed and grey literature databases identified 22 relevant studies, including data from 5,078 adult participants, across laboratory and field settings. From examination of these studies, we propose and describe four thematic categories of interventions, as a way of organizing this literature: “de-biasing interventions,” “brief attitudinal interventions,” “age diversity workshop interventions,” and “structural or contextual interventions.” At the current point in time, studies assessing age diversity workshop interventions appear to be the strongest, having a clear theoretical basis, having a focus on interventions that can be delivered in workplace settings, and providing evidence for positive effects on measures that are meaningful for organizations and older workers. While a number of promising interventions have been tested, most studies were only able to demonstrate improvements in explicit measurements of attitudes toward older adults, immediately following the intervention. Collaborative partnerships with organizations and further high-quality studies (particularly in field settings) are required to support the development, evaluation, and implementation of interventions to promote positive attitudes toward older adults in real-world workplace settings." (Author's abstract, IAB-Doku) ((en))

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Sousa-Ribeiro, Marta, Johanna Stengård, Constanze Leineweber & Claudia Bernhard-Oettel (2024): Are Trajectories of Preferred Retirement Ages Associated with Health, Work Ability and Effort–Reward Imbalance at Work? Findings from a 6-Year Swedish Longitudinal Study. In: Work, Aging and Retirement, Jg. 10, H. 3, S. 225-240. DOI:10.1093/workar/waad006

Abstract

"Preferred retirement age (PRA) is one key dimension when studying retirement decision-making. However, little is known concerning how PRA develops over the late career years. This study used a person-centered approach to longitudinally investigate trajectories of PRA and how they differ in self-rated health, perceived work ability, and effort–reward imbalance (ERI) at baseline levels and over 6 years. The study used data from four waves (2010, 2012, 2014, and 2016) of the Swedish Longitudinal Occupational Survey of Health. The sample consisted of 1,510 individuals aged 50–55 in 2010, who answered to the questionnaire for those in paid work (including self-employment) at the baseline and at least one of the following waves. Results from the latent class growth curve modeling show both within- and between-person variability in PRA over the 6-year span. We found four distinct trajectories, which differed both at the baseline levels and in the patterns of change in PRA: “C1: normative, relatively stable PRA” (42% of all participants); “C2: considerably early, increasing PRA” (6% of the participants); “C3: late, relatively stable PRA” (4% of the participants); and “C4: early, increasing PRA” (49% of the participants). Participants revealed a clear preference for retirement before the age of 65. Trajectories comprising earlier PRA showed poorer self-rated health, poorer work ability, and higher levels of ERI at the baseline and over time. The findings reinforce the importance of healthy work environments that promote work ability and facilitate a balance between efforts and rewards for encouraging longer working lives." (Author's abstract, IAB-Doku) ((en))

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Taber, Christopher, Ananth Seshadri & Xiaodong Fan (2024): Estimation of a Life-Cycle Model with Human Capital, Labor Supply, and Retirement. In: Journal of Political Economy, Jg. 132, H. 1, S. 48-95. DOI:10.1086/726232

Abstract

"We estimate a life-cycle model of consumption, human capital investment, and labor supply. The interaction between human capital and labor supply towards the end of the life cycle is most novel. The estimates replicate the main features of the data, in particular the large increase in wages and small increase in labor supply at the beginning of the life cycle and the small decrease in wages but large decrease in labor supply towards the end. We show that incorporating human capital is critical when analyzing changes to Social Security." (Author's abstract, IAB-Doku) ((en))

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Walwei, Ulrich (2024): Older Workers in Germany: Employment Potentials in International Comparison. (IAB-Forschungsbericht 14/2024 (en)), Nürnberg, 24 S. DOI:10.48720/IAB.FB.2414EN

Abstract

"In vielen Staaten der westlichen Welt erreichen die geburtenstarken Jahrgänge mehr und mehr das Rentenalter. Da weniger junge Arbeitskräfte in den Arbeitsmarkt nachrücken als Ältere ausscheiden, sinkt unter sonst gleichen Bedingungen die Zahl der verfügbaren Arbeitskräfte. Gleichzeitig wachsen die Finanzierungsprobleme in der Rentenversicherung, denn insbesondere in den international weit verbreiteten Umlagesystemen zahlen immer weniger Menschen in die Altersvorsorge ein. Gleichzeitig wächst der Anteil der Rentenbeziehenden. Vor diesem Hintergrund rückt die Erwerbsbeteiligung älterer Personen verstärkt in den Fokus. Der Bericht startet mit einer Übersicht der Erwerbsarbeit von Älteren in einem breiteren internationalen Vergleich. Dem folgt eine Situationsbeschreibung für Deutschland. Im Anschluss soll ein genauerer Blick auf die Länder gerichtet werden, die bei der Erwerbstätigkeit Älterer ganz vorne stehen. Es geht darum, Anhaltspunkte für diejenigen Faktoren zu erhalten, die das hohe Beschäftigungsniveau der Älteren in diesen Ländern begünstigt haben könnten. Die Bundesrepublik Deutschland hat bei der Beschäftigung Älterer in den letzten Dekaden deutlich aufgeholt. Dies gilt insbesondere für die 50-64-Jährigen. Im Vergleich zu den Spitzenländern fehlen mittlerweile nur noch wenige Prozentpunkte. Ein größerer Rückstand besteht allerdings noch bei den 65- bis 74-Jährigen. Der künftige Abstand zu anderen Ländern wird bei dieser Altersgruppe durch gegenläufige Entwicklungen beeinflusst. Durch die weiteren Schritte in Richtung der „Rente mit 67“ dürfte er sich vermutlich weiter verringern, durch die „Rente mit 63“ aber verlangsamt werden. Deutschland wird mit Blick auf die Erwerbstätigenquoten Älterer aber noch von einigen Ländern übertroffen. Hier stellt sich die Frage, welche Faktoren hinter der günstigen Entwicklung des Arbeitsmarktes für Ältere in diesen Ländern stehen könnten. Zu Vergleichszwecken wird in diesem Bericht die Situation in Japan, Neuseeland, Island, Norwegen und Schweden näher betrachtet, die weltweit die höchsten Erwerbstätigenquoten von Älteren aufweisen. Dabei werden nacheinander verschiedene, für die Erwerbstätigkeit Älterer bedeutsame Aspekte aus einer international vergleichenden Perspektive beleuchtet. Der Vergleich ergibt eine ganze Reihe von wichtigen Punkten, an die in anderen Ländern angeknüpft werden könnte. Die hohe Alterserwerbstätigkeit in Island, Schweden und Norwegen steht in Verbindung mit der in beiden Ländern hohen Frauenerwerbsbeteiligung und kontinuierlichen Verbesserungen im Bildungsniveau der Bevölkerung, einschließlich der beruflichen Weiterbildung. Neuseeland weist einen geringen Lohnabstand von Älteren gegenüber Jüngeren und hohe Einstellungsquoten Älterer auf, die zudem auch das Ergebnis einer konsequenten und öffentlich wahrnehmbaren Antidiskriminierungspolitik sind. In Japan spielen der demografisch bedingt sehr starke Arbeitskräftebedarf und Einkommensbedarfe auf individueller Ebene eine offenbar sehr große Rolle, da viele Ältere dort erwerbstätig sein müssen, um ihren Lebensunterhalt zu sichern. Hohe bzw. steigende Erwerbstätigenquoten Älterer sind grundsätzlich kein Selbstläufer. Sie setzen eine gute Bildung und Qualifikation auf der individuellen Ebene sowie die Möglichkeit und Befähigung zu lebenslangem Lernen voraus. Auch gesundheitliche Prävention ist für ein langes Erwerbsleben wichtig, die wie die Bildung am besten so früh wie möglich beginnt. Hohe Erwerbstätigenquoten Älterer werden nicht nur durch die individuelle Beschäftigungsfähigkeit begünstigt, sondern auch durch die Attraktivität des Arbeitsmarkts und damit der für Ältere erreichbaren Beschäftigung. Je besser es gelingt, Kompetenzen und Fähigkeiten der Älteren zu stärken, alters- und alternsgerechte Arbeit zu organisieren und flexibel auf Beschäftigtenwünsche einzugehen, desto größer ist die Chance, Ältere am Arbeitsmarkt zu halten oder zurückzugewinnen. Schließlich sind auch Regulierungen und Förderprogramme ins Blickfeld zu nehmen, die Anreize für Beschäftigung im Alter setzen. Zu nennen sind hier die Flexibilität des Rentenzugangs, arbeitsrechtliche Erleichterungen bei der Weiterbeschäftigung im Alter, die Bezugsdauer des Arbeitslosengelds für Ältere sowie die Berücksichtigung älterer Arbeitsloser in der aktiven Arbeitsmarktpolitik." (Autorenreferat, IAB-Doku)

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Brugiavini, Agar & Petru Crudu (2023): The Role of Disability Insurance on the Labour Market Trajectories of Europeans. (Working papers / Università Ca' Foscari Venezia, Dipartimento di Economia 2023,20), Venezia, 81 S.

Abstract

"This work documents the role played by disability insurance, typically part of a wider public pension provision package, on the labour market trajectories and retirement decisions. We will first employ a machine learning approach to estimate a Transition Probability Model able to uncover the most likely labour market histories and then evaluate the effects of policy reforms, including reforms to the eligibility for disability insurance benefits. The main contribution is the introduction of disability insurance programs within a framework, which models the entire life course of older Europeans. This requires the detailed administrative eligibility criteria prevailing in each of the 11 countries from 1970 to 2017. Results show that the disability route and early retirement are substitutes. In addition, tightening eligibility rules of disability programs crowd out disabled workers, whose reductions in working capacities are correctly assessed, towards other compensatory schemes (e.g., unemployment benefits or early pension) in which working is not expected. On the contrary, individuals with over-assessed reductions in working capacities are the most reactive to disability policy restrictions. In conclusion, efficient disability assessment procedures are crucial for incentivising labour market participation without hurting individuals most in need." (Author's abstract, IAB-Doku) ((en))

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Dalle, Axana, Louis Lippens & Stijn Baert (2023): Nothing Really Matters: Evaluating Demand-Side Moderators of Age Discrimination in Hiring. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16672), Bonn, 60 S.

Abstract

"As age discrimination hampers the OECD's ambition to extend the working population, an efficient anti-discrimination policy targeted at the right employers is critical. Therefore, the context in which age discrimination is most prevalent must be identified. In this study, we thoroughly review the current theoretical arguments and empirical findings regarding moderators of age discrimination in different demand-side domains (i.e. decision-maker, vacancy, occupation, organisation, and sector). Our review demonstrates that the current literature is highly fragmented and often lacks field-experimental evidence, raising concerns about its internal and external validity. To address this gap, we conducted a correspondence experiment and systematically linked the resulting data to external data sources. In so doing, we were able to study the priorly determined demand-side moderators within a single multi-level analysis and simultaneously control multiple correlations between potential moderators and discrimination estimates. Having done so, we found no empirical support for any of these moderators." (Author's abstract, IAB-Doku) ((en))

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Fernández, Juan J., Gema García-Albacete, Antonio M. Jaime-Castillo & Jonas Radl (2023): Priming or learning? The influence of pension policy information on individual preferences in Germany, Spain and the United States. In: Journal of European Social Policy, Jg. 33, H. 3, S. 337-352. DOI:10.1177/09589287231164347

Abstract

"A promising approach to pension policy preferences focuses on the influence of policy related information. We advance this research programme by examining the impact of information about future pension benefits, including whether information effects occur through priming, learning or both. Drawing on a novel, split-sample survey experiment in the US, Germany and Spain, we examine the impact of information on forecasted pension replacement rates for 2040 on pension policy attitudes. Findings indicate that the information treatment increases support for the two outcomes considered: (i) increases in the pensionable age and (ii) greater spending on pensions relative to other social programmes. Analyses of heterogeneous treatment effects accounting for prior beliefs of participants show that information effects occur both through priming and learning. The study concludes that hard, non-partisan information increases support for reforms that foster the financial sustainability of pension systems, although the scope of information effects depends on contextual conditions." (Author's abstract, IAB-Doku) ((en))

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Focacci, Chiara Natalie, Gülin Öylü, Andreas Motel-Klingebiel & Susanne Kelfve (2023): The value of pension reforms for late working life: evidence from Sweden. In: The international journal of sociology and social policy, Jg. 43, H. 13/14, S. 79-89. DOI:10.1108/IJSSP-02-2023-0038

Abstract

"Purpose: Driven by the aim to increase the participation of older people in the labor force and to extend people's working lives, the Swedish Parliament passed a bill in 1998 to increase the pension eligibility age from 60 to 61 years and establish a notional defined-contribution (NDC) plan. In this article, the authors investigate the impacts towards the prolongation of working lives expected from such an intervention. Design/methodology/approach The authors apply a multinomial probabilistic model based on Swedish registry data on the birth cohorts 1937–1938 (n  = 102,826) and observe differences in exit behaviour between eligible and non-eligible individuals. Findings: The authors find that the cohorts eligible to the pension reform exit the labor market at a later age compared to non-eligible cohorts at the 61-years cut-off. The authors also find that the effect persists in the long term. Furthermore, the authors find that both men and women are equally struck by the reform. Originality/value While there exist many descriptive reports and theoretical analyses on the costs and benefits of pension reforms, this study is the first one to empirically analyse the effect of the first European NDC pay-as-you go pension plan on the potential exclusion of old-aged workers." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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Geyer, Johannes (2023): Erwerbsminderungsrente: Weiterer Reformbedarf. In: Wirtschaftsdienst, Jg. 103, H. 5, S. 290. DOI:10.2478/wd-2023-0089

Abstract

"Der Verlust der Erwerbsfähigkeit ist ein unterschätztes Einkommensrisiko. Erwerbsminderung ist für die überwiegende Mehrheit gleichbedeutend mit dem Wegfall ihrer wichtigsten Einkommensquelle, ihrem Lohn. Der Konsum wird dann aus einer Erwerbsminderungsrente, Transferleistungen, dem Einkommen anderer Haushaltsmitglieder, eigener Erwerbstätigkeit in geringem Stundenumfang und, falls vorhanden, Erspartem bestritten. Immerhin gehen rund 160.000 Menschen jährlich in eine Erwerbsminderungsrente. Im Rentenbestand sind es 1,8 Mio. Menschen, hinzu kommen etwa 2,7 Mio. Menschen, die inzwischen eine Altersrente beziehen. Bezogen auf alle Alters- und Erwerbsminderungsrenten liegt der Anteil der ursprünglich Erwerbsgeminderten bei immerhin 22 %." (Textauszug, IAB-Doku)

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Gudgeon, Matthew, Pablo Guzman, Johannes F. Schmieder, Simon Trenkle & Han Ye (2023): When Institutions Interact: How the Effects of Unemployment Insurance are Shaped by Retirement Policies. (NBER working paper / National Bureau of Economic Research 31807), Cambridge, Mass, 62 S.

Abstract

"This paper shows empirically that the non-employment effects of unemployment insurance (UI) for older workers depend in a first-order way on the structure of retirement policies. Using German data, we first present reduced-form evidence of these interactions, documenting large bunching in UI inflows at the age that allows workers to claim their pension following UI expiration. We then estimate a dynamic life-cycle model and use it to directly quantify how the effects of UI vary with retirement policies. Accounting for interactions across UI and retirement institutions also helps explain otherwise difficult-to-explain trends in the unemployment rate of older German workers." (Author's abstract, IAB-Doku) ((en))

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Heer, Burkhard & Mark Trede (2023): Age-specific entrepreneurship and PAYG: Public pensions in Germany. In: Journal of macroeconomics, Jg. 75. DOI:10.1016/j.jmacro.2022.103488

Abstract

"We present new empirical evidence on the distribution of earnings, income and wealth among entrepreneurs in Germany. We document that both earnings and income are more concentrated among entrepreneurs than among workers and describe a large-scale overlapping-generations model that replicates the age-earnings profiles of these two household types. As an application, we compute the equilibrium effects of a reform of the German pay-as-you-go pension system in which entrepreneurs must also contribute and receive a pension. We show that in the presence of mobility between workers and entrepreneurs, the expected lifetime utility of all newborn households unanimously declines due to the general equilibrium effects of lower aggregate savings, and welfare losses amount to approximately 0.7% of total consumption. In addition, the integration of self-employed workers into the social security system in Germany does not help to improve its fiscal sustainability, and only an increase in the retirement age to 70 years will help to finance pensions at the present level beyond the year 2050." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))

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Moghadam, Hamed Markazi, Patrick A. Puhani & Joanna Tyrowicz (2023): Pension Reforms and Couples' Labour Supply Decisions. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16039), Bonn, 43 S.

Abstract

"To determine how wives' and husbands' retirement options affect their spouses' (and their own) labour supply decisions, we exploit (early) retirement cutoffs by way of a regression discontinuity design. Several German pension reforms since the early 1990s have gradually raised women's retirement age from 60 to 65, but also increased ages for several early retirement pathways affecting both sexes. We use German Socio-Economic Panel data for a sample of couples aged 50 to 69 whose retirement eligibility occurred (i) prior to the reforms, (ii) during the transition years, and (iii) after the major set of reforms. We find that, prior to the reforms, when several retirement options were available to both husbands and wives, both react almost symmetrically to their spouse reaching an early retirement age, that is both husband and wife decrease their labour supply by about 5 percentage points when the spouse reaches age 60). This speaks in favour of leisure complementarities. However, after the set of reforms, when retiring early was much more difficult, we find no more significant labour supply reaction to the spouse reaching a retirement age, whereas reaching one's own retirement age still triggers a significant reaction in labour supply. Our results may explain some of the diverse findings in the literature on asymmetric reactions between husbands and wives to their spouse reaching a retirement age: such reactions may in large parts depend on how flexibly workers are able to retire." (Author's abstract, IAB-Doku) ((en))

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Morris, Todd & Benoit Dostie (2023): Graying and Staying on the Job: The Welfare Implications of Employment Protection for Older Workers. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16430), Bonn, 44 S.

Abstract

"We study the welfare implications of employment protection for older workers, exploiting recent bans on mandatory retirement across Canadian provinces. Using linked employer- employee tax data, we show that the bans cause large and similar reductions in job separation rates and retirement hazards at age 65, with further reductions at higher ages. The effects vary substantially across industries and firms, and around two-fifths of the adjustments occur between ban announcement and implementation dates. We find no evidence that the demand for older workers falls, but the welfare effects are mediated by spillovers on savings behavior, workplace injuries, and spousal retirement timing." (Author's abstract, IAB-Doku) ((en))

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Orfao, Guillermo & Miguel Ángel Malo (2023): Are active labour market policies effective for the older unemployed? A meta-evaluation. In: Ageing & Society, Jg. 43, S. 1617-1637. DOI:10.1017/S0144686X21001288

Abstract

"We present a meta-evaluation of the literature on the impacts of active labour market policies for unemployed people over 50, extracting 82 impacts for analysis. The meta-evaluation includes only impact evaluations that examine both a group of beneficiaries and a control group of comparable non-beneficiaries. On average, we find that active policies have a slightly negative effect (−0.8 percentage points) on the probability of unemployed people over 50 finding a job and that this negative effect disappears 24 months after policy implementation. However, this effect is very different when disaggregated by policy type. Direct job creation policies have a clear negative effect (−3.9 percentage points), and training policies have a positive average effect, either in isolation (2.4 percentage points) or when combined with search assistance or counselling (1.7 percentage points). We also find slight differences by gender, with the effect of active policies being greater for women than for men. These results have important implications, given that the European Commission and the Organisation for Economic Co-operation and Development have made active policies the cornerstone of their efforts to improve the re-employment of older people. Our results support training policies, either in isolation or in combination with search assistance and counselling. The greatest impacts are obtained after 12 months of policy implementation." (Author's abstract, IAB-Doku) ((en))

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Sacco, Lawrence B., Laurie M. Corna, Debora Price & Karen Glaser (2023): Pathways of participation in paid and unpaid work in mid to later life in the United Kingdom. In: Ageing & Society, Jg. 43, H. 9, S. 2067-2094. DOI:10.1017/S0144686X21001537

Abstract

"Policy responses to population ageing have focused on lengthening working lives, overlooking inequalities in older adults’ participation in unpaid activities. This paper examines participation in paid and unpaid activities between the ages of 55 and 70 to answer two questions: how do people navigate pathways of paid work, informal care, volunteering, civic participation and housework in mid to later life?; and how do these pathways relate to gender, socio-economic and health inequalities? Two-staged latent class analysis was used to identify activity pathways using data from the British Household Panel Survey (1996–2008). Multinomial logistic models assessed associations between latent pathways and socio-demographic and health characteristics. Three pathways were observed: full-time work to low activity (49%), part-time and in-home work (34%) and multiple activities (16%). Aside from retirement from full-time work, the pathways of participation in paid and unpaid activities were characterised by continuity; substitution between different forms of paid and unpaid work was not observed. Participation in multiple paid and unpaid activities was more common for respondents in better health and of higher socio-economic status. Since the promotion of paid work and volunteering in later life may mainly benefit individuals in advantaged circumstances, policies should avoid taking a blanket approach to encouraging participation in multiple activities, a key component of active ageing." (Author's abstract, IAB-Doku) ((en))

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Senghaas, Monika, Christopher Osiander, Gesine Stephan, Olaf Struck & Richard Wolff (2023): The perceived fair duration of unemployment benefits for older workers. The role of lifetime achievements in the labour market. In: International Journal of Social Welfare, Jg. 32, H. 2, S. 164-177., 2022-08-03. DOI:10.1111/ijsw.12558

Abstract

"The welfare state regulates social policies and reallocates scarce resources. For the social legitimacy of the welfare state, it is important that the public supports the principles underlying this reallocation. This article examines the impact of different activities during the life course on public deservingness perceptions of older unemployed people. In a factorial survey experiment conducted among a random sample of individuals drawn from German administrative employment records, we examine the maximum duration of benefit receipt which is perceived as fair for older unemployed persons with different biographies. The results indicate strong public support for a nexus between previous contributions and benefit entitlements. Besides financial contributions to unemployment insurance, parenting and further training are considered to be ‘lifetime achievements’ which justify longer unemployment benefit receipt. We interpret these findings as an expression of a generalised form of reciprocity which guides perceptions of deservingness regarding older unemployed persons." (Author's abstract, IAB-Doku, © Wiley) ((en))

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Becker, Sebastian, Hermann Buslei, Johannes Geyer & Peter Haan (2022): The Effect of Pension Wealth on Employment. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15836), Bonn, 49 S.

Abstract

"This study provides novel evidence about the pension wealth elasticity of employment. For the identification we exploit reform-induced variation of pension wealth that is related to the number of children but which does not affect the implicit tax rate of employment. We use a difference-in-differences estimator based on administrative data from the German pension insurance and find that, on average, the negative employment effect of pension wealth is significant and economically important. Heterogeneity analyses document a strong age pattern showing that the employment effects are driven by behavioral responses of women close to retirement. The age pattern is partly explained by the positive effect of pension wealth on disability pensions after the age of 60." (Author's abstract, IAB-Doku) ((en))

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Blank, Florian & Erik Türk (2022): Altersrenten und sozialer Ausgleich in Deutschland und Österreich – ein Vergleich anhand von Modellrechnungen. In: Sozialer Fortschritt, Jg. 71, H. 2, S. 139-163. DOI:10.3790/sfo.71.2.139

Abstract

"Die Gegenüberstellung der Rentenansprüche für einheitliche, idealtypische Biografien ermöglicht den Vergleich von Unterschieden der Rentensysteme selbst. Die von der OECD erstellten Modellbiografien mit durchgehenden Erwerbsverläufen, abschlagsfreiem Renteneintritt und stabilen Einkommenspositionen bilden den Ausgangspunkt für den Vergleich der Rentenversicherungen Deutschlands und Österreichs. Die Vorgehensweise der OECD wird dargestellt, sofern erforderlich korrigiert, aktualisiert und weiterentwickelt. Zusätzlich werden Arbeitslosigkeit, vorzeitiger Renteneintritt sowie Kindererziehungszeiten berücksichtigt. Durch diese Ergänzungen werden eine höhere Realitätsanbindung erreicht und Elemente des sozialen Ausgleichs einbezogen. Es zeigt sich, dass die österreichische Pensionsversicherung in jeder Konstellation deutlich höhere Leistungen gewährt, die Elemente des sozialen Ausgleichs den Abstand teils vergrößern, teils verringern." (Autorenreferat, IAB-Doku)

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Bloemen, Hans (2022): Job search requirements for older unemployed workers. Search requirements for the older unemployed affect their re-employment rates and their flows into states of inactivity. (IZA world of labor 235,2), Bonn, 11 S. DOI:10.15185/izawol.235.v2

Abstract

"Politische Maßnahmen zur Aktivierung älterer Arbeitnehmer sind in vielen OECD-Länder mit rasch alternden Bevölkerungen von großer Bedeutung. Forschungsergebnisse deuten darauf hin, dass die Integration Älterer in die allgemein an Arbeitslose gestellten Suchanforderungen zu einem verstärkten Übergang in Beschäftigung führen kann. Als negativer Begleiteffekt ist allerdings eine Zunahme von Inaktivität, etwa durch Berufsunfähigkeit, zu berücksichtigen. Insgesamt kann eine Strategie, die konkrete Suchanforderungen an ältere Arbeitslose stellt und mit einem Monitoringverfahren verbindet, die Wiederbeschäftigung von Älteren deutlich stärken." (Autorenreferat, IAB-Doku)

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Davare, Ramani, Felix Kreis & Amara Scheitlin (2022): Population ageing and its consequences in health, labour market and gender policies. (European Centre for Social Welfare Policy and Research. Policy brief 2022,03), Wien, 23 S.

Abstract

"Population ageing in the next few decades will result in a higher fraction of older people in European societies. In 2050, there will be close to half a million centenarians and approximately 130 million people over the age of 65 living in the EU with important consequences for economic growth, labour markets and social security. Still, European states have implemented international initiatives and recommendations rather poorly and to different extents. This policy brief analyses the current limitations in ageing-related health, labour market and gender policies in Hungary, Estonia, Germany and the Netherlands." (Author's abstract, IAB-Doku) ((en))

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Deeg, Dorly J. H., Morten Blekesaune & Astrid de Wind (2022): Employment trends at older ages: policy impact or secular change? In: European Journal of Ageing, Jg. 19, H. 3, S. 689-698. DOI:10.1007/s10433-021-00664-0

Abstract

"Observed increases in retirement age are generally attributed to policies to extend working lives (PEW). In a quasi-experimental design, we examine to what extent increases in employment of older workers can be attributed to secular changes in individual characteristics as opposed to PEW. We compare two countries: one with clear PEW (the Netherlands) and one without PEW (Norway). Data come from the Dutch Longitudinal Aging Study Amsterdam and the NORwegian Longitudinal study on Aging and Generations. From each study, two same-age (55–64 years) samples are selected, one recruited in 2002–03, and one recruited after five (Norway) and ten years (Netherlands). In pooled regression analysis, paid work is the outcome variable, and time of measurement, the main independent variable. Individual characteristics include age, sex, educational level, self-perceived health, functional limitations, sense of mastery, and work status of partner. Employment rose in both countries, faster in the Netherlands than in Norway. Of the rise in employment, individual characteristics explained less in the Netherlands than in Norway. Accounting for these, the interaction country*time was significant, indicating an extra rise in employment of 5.2 and 7.5% points for Dutch men and women, net of individual characteristics and unobserved factors that are assumed to be similar in both countries. The extra rise in the Netherlands represents 57% of the total rise for both sexes. Thus, secular change in individual characteristics explains part of the rise in employment in both countries. In the Netherlands, other factors such as PEW may additionally explain the rise in employment." (Author's abstract, IAB-Doku) ((en))

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Di Novi, Cinzia, Paolo Paruolo & Stefano Verzillo (2022): The Role of Employment Protection Legislation Regimes in Shaping the Impact of Job Disruption on Older Workers' Mental Health in Times of COVID-19. (JRC working papers in economics and finance 2022,02), Brüssel, 32 S.

Abstract

"This study exploits individual data from the 8th wave of the Survey of Health, Ageing and Retirement in Europe (SHARE) and the SHARE Corona Survey to investigate the mental health consequences of COVID-19 job disruption across different European countries. It focuses on older workers (aged 50 and over) who were exposed to a higher risk of infection from COVID-19 and were also more vulnerable to the risk of long-term unemployment and permanent labour market exits during economic downturns. The relationship between job disruption in times of COVID-19 and older workers' mental health is investigated using differences in country-level employment legislation regimes in the EU. European countries are clustered into three macro-regions with high, intermediate and low employment regulatory protection regulations, using the Employment Protection Legislation (EPL) aggregate score proposed by the OECD. Results reveal a clear EPL gradient: job disruption has a positive and significant impact on older workers' psychological distress especially in those countries where EPL is more binding. The present findings suggest possible mitigating measures for older unemployed in the EU countries with higher Employment Protection legislation." (Author's abstract, IAB-Doku) ((en))

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Drescher, Susanne & Martin Brussig (2022): Regionaler Vergleich: Ältere in sozialversicherungspflichtiger Beschäftigung und Arbeitslosigkeit. (Altersübergangs-Report / Institut Arbeit und Qualifikation (IAQ), Universität Duisburg-Essen 2022-03), Duisburg, 15 S.

Abstract

"Die Beschäftigungsquote der 55- bis unter 65-Jährigen in Deutschland lag 2021 bei 56,6 Prozent, die Arbeitslosenquote bei 6,1 Prozent. Ein Vergleich von Arbeitsmarktregionen zeigt jedoch ein differenzierteres Bild der Arbeitsmarktsituation von Älteren. Eine vergleichsweise niedrige Beschäftigung gibt es vor allem in den nordöstlichen und westlichen Regionen Deutschlands. Regionen im Osten, aber auch im Westen, sind von hoher Arbeitslosigkeit betroffen. Der Vergleich der 55- bis unter 65-Jährigen mit den 25- bis unter 55- Jährigen zeigt, dass sich die Arbeitsmarktsituation in manchen Regionen für beide Altersgruppen ähnelt. Es gibt aber auch Regionen, in denen die Indikatoren zur Erwerbsbeteiligung und Arbeitslosigkeit auf eine schlechtere Arbeitsmarktsituation für Ältere hindeuten. Besonders die 60- bis unter 65-Jährigen sind selten sozialversicherungspflichtig beschäftigt und weisen gleichzeitig eine hohe Arbeitslosigkeit auf. Die regionalen Unterschiede bleiben bestehen." (Autorenreferat, IAB-Doku)

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Freeman, Richard B. (2022): Planning for the “Expected Unexpected”: Work and Retirement in the U.S. After the COVID-19 Pandemic Shock. (NBER working paper 29653), Cambridge, Mass, 33 S. DOI:10.3386/w29653

Abstract

"This chapter analyzes the implications of the unexpected 2020-2021 COVID-19 pandemic for work and retirement in the U.S. The pandemic induced the greatest loss of jobs in the shortest period of time in U.S. history. A slow economic recovery would surely have endangered work longer/retire later policies that seek to adjust the finances of Social Security retirement to an aging population. Boosted by the huge CARES (March 2020) and ARPA (April 2021) rescue packages, the early recovery from the COVID-19 recession was faster and stronger than the recovery from the 2007-2009 Great Recession. Even so, the pandemic greatly altered the job market, with workers suffering from long COVID having difficulty returning to work and more workers working from home. In its immediate effect and potential long-run impact, the pandemic recession/recovery is a wake-up call to the danger that shocks from the natural world pose to work and retirement. Realistic planning for the future of work and retirement should go beyond analyzing socioeconomic trends to analyzing expected unexpected changes from the natural world as well." (Author's abstract, IAB-Doku) ((en))

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Geyer, Johannes, Peter Haan, Svenja Lorenz, Thomas Zwick & Mona Bruns (2022): The role of labor demand in the labor market effects of a pension reform. In: Industrial Relations, Jg. 61, H. 2, S. 152-192. DOI:10.1111/irel.12293

Abstract

"This paper shows that labor demand plays an important role in the labor market reactions to a pension reform in Germany. Employers with a high share of older worker inflow compared with their younger worker inflow, employers in sectors with few investments in research and development, and employers in sectors with a high share of collective bargaining agreements allow their employees to stay employed longer after the reform. These employers offer their older employees partial retirement instead of forcing them into unemployment before early retirement because the older employees incur low substitution costs and high dismissal costs." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Gross, Brigitte, Silke Brüggemann & Marco Streibelt (2022): Überblick zu Trends und Entwicklungen von Erwerbsminderungsrenten. In: Deutsche Rentenversicherung, Jg. 77, H. 3, S. 242-254.

Abstract

"Die jährlichen Zugänge in die Erwerbsminderungsrente sind seit über einem Jahrzehnt mit etwa 180 000 neuen Fällen pro Jahr trotz unterschiedlicher gesetzlicher Änderungen vergleichsweise stabil. Dem stehen - ebenfalls stabil und trotz des Grundsatzes "Reha vor Rente" - eine nur mäßige Inanspruchnahme von Rehabilitationsleistungen vor einer Erwerbsminderungsrente und nur wenige Abgänge in aktive Arbeit entgegen. Der folgende Beitrag beleuchtet Hintergründe für diese Entwicklung und stellt die aktuell verfügbaren Handlungsoptionen der Deutschen Rentenversicherung überblicksartig dar. Hierbei wird in besonderer Weise auf die Bedeutung des umfassenden Ansatzes des Fallmanagements eingegangen und aufgezeigt, welche Herausforderungen, aber auch Entwicklungsoptionen bestehen, um dem eigentlichen Auftrag der Rentenversicherung, der Wiederherstellung der Erwerbsfähigkeit und damit der Sicherstellung von Teilhabe am Arbeitsleben, zukünftig noch besser gerecht zu werden." (Autorenreferat, IAB-Doku)

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Hajnal, Áron & Ágota Scharle (2022): European Network of Public Employment Services: Mapping PES responses against labour market discrimination. Luxembourg: Publications Office of the European Union, 45 S. DOI:10.2767/40536

Abstract

"The report provides an overview of PES approaches, based on a survey conducted in 2021. It shows that in most countries, the PES mandate is limited to its general role in supporting job search and protecting jobseekers’ rights. However, some PES have a detailed and proactive anti-discrimination strategy and other PES mainstream support into their overall approach of individualised services." (Author's abstract, IAB-Doku) ((en))

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Hwang, Hyunjeong & Oliver Röhn (2022): Tackling the challenges of population ageing in the Slovak Republic. (OECD Economics Department working papers 1701), Paris, 60 S. DOI:10.1787/03edcf77-en

Abstract

"Slovakia's population is ageing rapidly, with the share of the working-age population expected to shrink by about a fifth in the next 30 years. Ageing-related costs are projected to increase much more strongly than in other EU countries and ageing will put pressure on potential growth and living standards. To prepare for an ageing society, pension, health and long-term care, as well as labour market reforms are needed to extend working lives, improve the health of the ageing population, and enhance the efficiency of public spending. Linking the retirement age to life expectancy and tightening early retirement pathways notably for mothers and disability pensioners is important to extend working lives and improve pension sustainability. Health outcome are lagging behind other OECD countries largely due to high preventable mortality, especially among disadvantaged groups, highlighting the importance of a national strategy to reduce preventable mortality, as well as targeted approaches. Measures are also needed to improve the efficiency of health and long-term care spending, notably through reforming the network of hospitals, expanding central procurement of pharmaceuticals, and expanding the supply of in-home long-term care services. Higher employment of older workers is hampered by a range of labour market barriers, including fewer training opportunities, higher job strain, and a lack of flexible working arrangements. Labour participation of mothers with young children is also low, reflecting excessively long parental leave, low financial work incentives, and a lack of childcare facilities." (Author's abstract, IAB-Doku) ((en))

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Lorenz, Svenja, Thomas Zwick & Mona Bruns (2022): Beware of the employer: Financial incentives for employees may fail to prolong old-age employment. In: The Journal of the Economics of Ageing, Jg. 21. DOI:10.1016/j.jeoa.2021.100363

Abstract

"We show that a stepwise increase in the normal retirement age (NRA) by up to five years and the introduction of actuarial pension deductions for retirement before NRA was ineffective in prolonging employment of older men after early retirement age. We argue that the ineffectiveness of the German pension reform resulted from a change in employer behavior that was mainly induced by a recession during the implementation period of the pension reform. Employers seem to have nudged their employees to use a bridge option that was introduced with the pension reform (partial retirement) or a traditional bridge option (unemployment). These bridge options allowed an early retirement age (ERA) of 60 instead of the only alternative early retirement option with an ERA of 63. Bridge options therefore offered employers an opportunity to terminate employment considerably earlier and exert more influence over the employment exit age. We argue that without a change in employer behavior, neither using one of the bridge options nor the earlier employment exit would have been utility maximizing for the individuals affected by the reform." (Author's abstract, IAB-Doku, © Elsevier) ((en))

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Lucifora, Claudio & Martina Repetto (2022): Big five personality traits and retirement decisions. In: Labour, Jg. 36, H. 1, S. 1-28. DOI:10.1111/labr.12210

Abstract

"We estimate the effect of the Big Five personality traits on the retirement decisions of individuals aged between 50 and 80 years in fourteen European countries, using wave 7 from the SHARE data. We investigate the probability of retirement and a measure of the distance between actual retirement and ordinary retirement age. Overall, we find that personality affects retirement decisions, and the effects are similar across gender. Openness to experience, conscientiousness and extraversion are generally associated with a delay in retirement decisions, whereas neuroticism anticipates the exit from the labour market." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Sohier, Lieze, Bart Defloor, Luc Van Ootegem & Elsy Verhofstadt (2022): Determinants of the Willingness to Retire of Older Workers in Europe. In: Social indicators research, Jg. 164, H. 3, S. 1017-1041. DOI:10.1007/s11205-022-02991-w

Abstract

"Many European countries are facing the challenge of increasing the effective retirement age. Increasing the effective retirement age also requires that older employees are voluntarily willing to continue working. A worker who is willing to retire but is not allowed to retire might experience a negative impact on his or her well-being. This articles studies the determinants of the willingness to retire: the job, health, and financial situation of the older worker, and other socio-demographic characteristics. To do this, the micro data of the Survey of Health, Ageing and Retirement in Europe are used, which contains a binary question about willingness to retire. Based on the random effects logit estimator, we find that the job situation of the worker and the retirement of the partner are important drivers of the willingness to retire. Specifically, those willing to retire are more frequently employed in jobs that are mentally and physically demanding. They also feel less appreciated by the management or their colleagues and report to have fewer opportunities to get promotion. The willingness to retire is higher if the older worker has a retired partner. In the countries with the lowest rates of willingness to retire, the workers have better working conditions and are more easily able to make ends meet." (Author's abstract, IAB-Doku) ((en))

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Toczek, Lisa, Hans Bosma & Richard Peter (2022): Early retirement intentions: the impact of employment biographies, work stress and health among a baby-boomer generation. In: European Journal of Ageing, Jg. 19, H. 4, S. 1479-1491. DOI:10.1007/s10433-022-00731-0

Abstract

"In recent years, early retirement decisions have become more frequent in the European Union despite political efforts to prevent early retirement. This is a growing problem for the social security system. The study focuses on a life course approach using employment biographies and investigates the influence of work stress and health on early retirement intentions. Data of employees who were born in either 1959 or 1965 of the German cohort study on work, age, health and work participation are analysed (n = 3338). By linking survey and register data from 1993 to 2011, a sequence analysis is conducted to identify employment biographies. To analyse the relationship between the employment biographies and intended early retirement, a longitudinal path analysis is computed and includes work stress, measured through effort-reward imbalance, and self-rated health. The statistical analyses identify three adverse employment biographies, i.e. part-time work, episodes of unemployment or marginal employment. In addition, two favourable employment biographies are determined, characterised by full-time work and few episodes of unemployment. The results of the path analysis show that employment biographies with high work-related stress have early retirement intentions. Among adverse employment biographies, indirect effects of poor health on the association between work stress and early retirement intentions are found. Unexpectedly, among full-time workers, work stress is also associated with early retirement intentions with an additional mediation through health. The findings of this study highlight the importance of the life course perspective when analysing retirement decisions. In addition to health-promoting interventions in the labour market, effects of psychosocial factors should be focussed on in order to reduce early exits from the labour market." (Author's abstract, IAB-Doku) ((en))

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Werding, Martin (2022): Is a Pension Reform Needed in Germany? In: CESifo forum, Jg. 23, H. 2, S. 58-62.

Abstract

"Germany is being hit relatively hard by demographic aging. The latest round of major pension reforms dates back to the period from 2001 to 2007. The last government tried to prepare a new reform, but failed to reach a consensus. The new coalition government is not pursuing these plans any further. This article describes the changes in existing rules that the coalition is nevertheless considering and discusses actual reform needs." (Author's abstract, IAB-Doku) ((en))

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Wikström, Ewa, Karin Allard, Rebecka Arman, Roy Liff, Daniel Seldén & Roland Kadefors (2022): Organisational Capability for Delayed Retirement. In: H. F. Erhag, U. L. Nilsson, T. R. Sterner & I. Skoog (Hrsg.) (2022): ¬A¬ Multidisciplinary Approach to Capability in Age and Ageing, S. 221-232. DOI:10.1007/978-3-030-78063-0_16

Abstract

"Throughout the industrialised world, societies are ageing. These demographic changes have created a political and societal focus on an extended working life. Unfortunately, there is a lack of systematic knowledge about how such changes can be successfully implemented within organisations. In this chapter, we discuss this lacuna and specifically focus on organisational capability. We highlight workplace conditions and practices that may inhibit or promote the retention of workers beyond the previous norm for retirement. The novelty of an organisational capability approach is that it highlights workplace conditions that enable older people to use their abilities to perform acts of value and to achieve a better quality of life and greater participation in society. Workplace resources, capabilities and functions form a dynamic pattern. Factors that influence the work abilities of older workers are related in complex interactions and not merely in the format of simple cause and effect. When looking at retirement from the perspective of older workers, we have focused on aspects such as the individual’s ability to control the retirement process. Central to Sen’s idea is that individuals have different conversion factors, which means that, even though two individuals may have access to the same resources, they do not necessarily have the capability to enjoy the same functions. For example, the probability that an older person will remain employed will partially depend on his or her health, human capital and type of job. But two seemingly similar individuals can nevertheless have very different chances of remaining employed because their employer has implemented very different age management policies, or simply because they have different attitudes towards older workers. Since organisational capability makes it possible to focus on the interaction between the individual’s resources and preferences and the opportunity structure existing at the workplace (meso level) and embodied in the retirement system (macro level), much of the discussion and many of the policies and practices concerning older people can be related to the concept of capabilities." (Author's abstract, © Springer) ((en))

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Zwick, Thomas, Mona Bruns, Johannes Geyer & Svenja Lorenz (2022): Early retirement of employees in demanding jobs: Evidence from a German pension reform. In: The Journal of the Economics of Ageing, Jg. 22. DOI:10.1016/j.jeoa.2022.100387

Abstract

"Early retirement options are usually targeted at employees at risk of not reaching their regular retirement age in employment. An important at-risk group comprises older employees who have worked in demanding jobs for many years. This group may be particularly negatively affected by the abolition of early retirement options. To measure differences in labor market reactions of employees in low- and high-demand jobs, we exploit the quasinatural experiment of a cohort-specific pension reform that increased the early retirement age for women from 60 to 63 years. Based on a large administrative dataset, we use a regression-discontinuity approach to estimate the labor market reactions. Surprisingly, we find the same relative employment increase of about 25% for treated women who were exposed to low and to high job demand. For older women in demanding jobs, we also do not find substitution effects into unemployment, partial retirement, disability pension, or inactivity. Eligibility for the abolished early retirement option required high labor market attachment. Thus, we argue that this eligibility rule induced a positive selection of healthy workers into early retirement. We propose alternative policies that protect workers exposed to high job demand better against the negative consequences of being unable to reach their statutory retirement age in employment." (Author's abstract, IAB-Doku, © Elsevier) ((en))

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Akgüç, Mehtap, Marta Kahancová, Jakub Kostolný & Leonie Westhoff (2021): Shaping return to work policy: Current involvement and future potential of EU social dialogue. Negotiating Return to Work in the Age of Demographic Change through Industrial Relations (REWIR) Project No. VS/2019/0075 : Deliverable 2.1. (REWIR working paper), Bratislava, 35 S.

Abstract

"This working paper examines the European Union policy framework on return to work after chronic disease and the potential for EU industrial relations actors to contribute to shaping policy in this area. It is part of the "Negotiating return to work in the age of demographic change through industrial relations (REWIR)" project." (Author's abstract, IAB-Doku) ((en))

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Barschkett, Mara, Johannes Geyer, Peter Haan & Anna Hammerschmid (2021): The Effects of an Increase in the Retirement Age on Health. Evidence from Administrative Data. (DIW-Diskussionspapiere 1985), Berlin, 61 S.

Abstract

"This study analyzes the causal effect of an increase in the retirement age on health. We exploit a sizable cohort-specific pension reform for women using two complementary empirical approaches – a Regression Discontinuity Design and a Difference-in-Differences approach. The analysis is based on official records covering all individuals insured by the public health system in Germany and including all certified diagnoses by practitioners. This enables us to gain a detailed understanding of the multi-dimensionality in these health effects. The empirical findings reflect the multidimensionality but allow for deriving two broader conclusions. We provide evidence that the increase in the retirement age negatively affects health outcomes as the prevalence of several diagnoses, e.g., mental health, musculoskeletal diseases, and obesity, increases. In contrast, we do not find support for an improvement in health related to a prolonged working life since there is no significant evidence for a reduction in the prevalence of any health outcome we consider. These findings hold for both identification strategies, are robust to sensitivity checks, and do not change when correcting for multiple hypothesis testing." (Author's abstract, IAB-Doku) ((en))

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Börsch-Supan, Axel, Felizia Hanemann, Brian Beach, Didier Halimi, Susana Harding, Marieke van der Waal, Daisuke Watanabe & Ursula M. Staudinger (2021): Older adults' integration in the labour market: a global view. In: Ageing & Society, Jg. 41, H. 4, S. 917-935. DOI:10.1017/S0144686X19001454

Abstract

"What governs labour force participation in later life and why is it so different across countries? Health and labour force participation in older ages are not strongly linked, but we observe a large variation across countries in old-age labour force participation. This points to the important role of country-specific regulations governing pension receipt and old-age labour force participation. In addition to the statutory eligibility age for a pension, such country-specific regulations include: earnings tests that limit the amount of earnings when pension benefits are received; the amount of benefit deductions for early retirement; the availability of part-time pensions before normal retirement; special regulations that permit early retirement for certain population groups; and either subsidies or extra costs for employers if they keep older employees in their labour force. This paper asks two questions: Can we link a relatively low labour force participation at ages 60–64 to country-specific regulations that make early retirement attractive? and Can we link a relatively high labour force participation at ages 65–74 to country-specific regulations that make late retirement attractive? To answer these questions, we compared the experiences in a set of developed countries around the world in order to understand better the impact of country-specific rules and laws on work and retirement behaviour at older ages and, by consequence, on the financial sustainability of pension systems." (Author's abstract, IAB-Doku) ((en))

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Eckrote-Nordland, Marissa Dae (2021): Three Essays in Labor Economics. Michigan, 86 S. DOI:10.25335/ks2e-de95

Abstract

"This dissertation is comprised of three chapters analyzing how establishments react to increases in pensionable age. Chapter 1: Understanding the Impact of Postponed Retirements on the Hiring Decisions of Firms The solvency of public pension systems in countries with pay-as-you-go pension schemes have led many of these countries to adopt changes in the age of eligibility for full-benefits. One such country is Germany who implemented a change in their pensionable age in a major reform enacted in 1992. There have been multiple studies that have looked at the effectiveness of this reform in terms of older workers delaying their retirements. However, less is known about how firms have reacted to these changes and if these changes in policy have caused firms to change their hiring behavior. Using administrative linked employer-employee data I exploit pre-policy variation in worker age distributions to serve as a source of identification for studying how employers reacted in-terms-of hiring behavior. I find that firms that had a higher share of older workers, and thus were impacted more by the change in pensionable age, decreased their hiring. For a one percentage-point increase in the share of workers who are predicted to have retired under the old pension system the share of workers that are new hires decreases by 0.324 percentage points. This is a 2.16% decrease at the mean. When smaller age bins are studied, I find that this negative impact is found for those aged under 25 and those age 25-34. In contrast there is a positive impact on individuals age 45-54, 55-64, and over 65. When looking at contract types there is an over 7% decrease in the hires of trainees and an over 10% increase in the hires of workers on partial retirement contracts. Chapter 2: Effect of Postponed Retirements on Wage Growth of Younger Workers (with Peter Berg, Mary Hamman, Daniela Hochfellner, Matthew M. Piszczek and Christopher Ruhm) This paper uses linked-employer-employee data to examine the effects of postponed retirements on the wage progression of younger workers within establishments. A German pension reform is the source of identification. We find no evidence of slower wage growth. Instead we find faster wage growth, especially among workers aged 41 to 57. We cannot rule out separations as a mechanism, but patterns in estimates by age and tenure are not consistent with layoffs. Instead, we find evidence of less frequent promotions and we interpret the wage findings as consistent with compensating wage differentials for postponed promotions Chapter 3: Pension Reforms and their Implications for Establishment Downsizing (with Peter Berg, Mary Hamman, Daniela Hochfellner, Matthew M. Piszczek and Christopher Ruhm) While the empirical literature on the effects of pension reform on workers is broad, less is known about the impact on employers. Yet reforms that create incentives to postpone retirement may have extensive effects on employer labor demand and labor costs, especially in settings where there are strict legal protections against age discrimination in employment. Although public pension system reforms generally are structured to treat all workers within the same birth cohort similarly, the impact on employers may vary substantially due to differences in the age composition of their employees. Using this variation as a source of identification, we examine whether the differential impact of pension reform leads to differences in the incidence of workforce downsizing, a sign of possible financial distress. To ensure estimates are not biased due to attrition, we also model associations between the impact of pension reform and establishment closures and find no association. Results for downsizing consistently show establishments with a higher share of older workers are more likely to experience downsizing. When we segment workers within establishments by age, the absolute changes in downsizing probabilities are highest for younger workers. Preliminary results indicate works councils may increase the risk of downsizing for older workers and protect employment for young and prime workers." (Author's abstract, IAB-Doku) ((en))

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Font, Paulino, Mario Izquierdo & Sergio Puente (2021): The Effect of Subsidies to Mature-Age Employment: a Quasi-Experimental Analysis. In: Journal of labor research, Jg. 42, H. 2, S. 123-147. DOI:10.1007/s12122-021-09318-7

Abstract

"This paper evaluates the effect of subsidies to employment maintenance on the probability of mature-age workers staying in the firm. Implementing a quasi-experimental design provided by changes in Spanish labor market regulations, we are able to estimate that the end of subsidies had a small though statistically significant and negative impact on workers' firm attachment rate. Our results show that a 1 pp. increase in the worker's cost translates into a 0.11 pp. increase in the cumulative probability of the worker separating from the firm in the next five months. This effect is mainly driven by workers with relatively less seniority in the firm, who present lower dismissal costs; and by workers in low-skill jobs, for which the wage productivity gap seems to negatively evolve with age. In terms of a cost-benefit analysis, we document that the previous higher rate of job maintenance was achieved at a disproportionate cost, and therefore the elimination of the subsidy resulted in in Social Security savings larger than foregone wages." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Geyer, Johannes, Svenja Lorenz, Thomas Zwick & Mona Bruns (2021): Early Retirement of Employees in Demanding Jobs: Evidence from a German Pension Reform. (DIW-Diskussionspapiere 1978), Berlin, 46 S.

Abstract

"Early retirement options are usually targeted at employees at risk of not reaching their regular retirement age in employment. An important at-risk group comprises employees who have worked in demanding jobs for many years. This group may be particularly negatively affected by the abolition of early retirement options. To measure differences in labor market reactions of employees in low- and high-demand jobs, we exploit the quasi-natural experiment of a cohort-specific pension reform that increased the early retirement age for women from 60 to 63 years. Based on a large administrative dataset, we use a regression-discontinuity approach to estimate the labor market reactions. Surprisingly, we find the same relative employment increase of about 25% for treated women who were exposed to low and to high job demand. For older women in demanding jobs, we do not find substitution effects into unemployment, partial retirement, disability pension, or inactivity. Eligibility for the pension for women required high labor market attachment; thus, we argue that this eligibility rule induced the positive selection of healthy workers into early retirement. We propose alternative policies that protect workers exposed to high job demand better against the negative consequences of being unable to reach their statutory retirement age in employment." (Author's abstract, IAB-Doku) ((en))

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Giesecke, Matthias & Philipp Jäger (2021): Pension Incentives and Labor Supply: Evidence from the Introduction of Universal Old-Age Assistance in the UK. (IZA discussion paper 14469), Bonn, 67 S.

Abstract

"We study the labor supply implications of the Old-Age Pension Act (OPA) of 1908, which, for the first time, provided pensions to older people in the UK. Using recently released census data covering the entire population, we exploit variation at the newly created age-based eligibility threshold. Our results show a considerable and abrupt decline in labor force participation of 6.0 percentage points (13%) when older workers reach the eligibility age of 70. To mitigate the impact of population aging today, pension reforms aimed at increasing elderly labor supply, however, have to induce much larger behavioral responses than the OPA." (Author's abstract, IAB-Doku) ((en))

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Gornick, Janet & Eva Sierminska (2021): Wealth Accumulation and Retirement Preparedness in Cross-National Perspective: A Gendered Analysis of Outcomes among Single Adults. (IZA policy paper 181), Bonn, 30 S.

Abstract

"Wealth is an increasingly important dimension of economic well-being and is attracting rising attention in discussions of social inequality. In this paper, we compare – within and across countries – wealth outcomes, and link those to both employment-related factors and policy solutions that have the potential to improve wealth creation and retirement security for women. By constructing country-specific portraits of wealth outcomes and "retirement preparedness," we reveal extensive cross-national variation in multiple facets of wealth. Our regression analysis finds a statistically significant and positive effect of work experience on wealth, with that effect, in general, increasing over time. The effect of work experience for single women is greater than for single men, suggesting that, among men, other, stronger forces are at work in creating wealth. The retirement preparedness outcomes indicate that single women in all three countries are in a precarious position at retirement, with much lower expected annual wealth levels than single men. The second preparedness indicator, which links expected annual wealth to income, demonstrates that men have the potential to cover 1larger shares of their income at retirement – and thus are more able, than their female counterparts, to maintain standards of living achieved earlier in life. Our policy discussion indicates that employment remains a viable option for ultimately bolstering women's wealth accumulation. Many scholars, gender equality advocates, and policymakers have argued for raising women's employment rates – for a multitude of reasons – but few, if any, have made the case for strengthening women's employment in order to ultimately bolster women's wealth building. We hope to help reduce the gap in the literature on policy supports for women's employment and re-open the discussion on how women can create more wealth." (Author's abstract, IAB-Doku) ((en))

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Hinrichs, Karl (2021): Recent pension reforms in Europe: More challenges, new directions. An overview. In: Social Policy and Administration, Jg. 55, H. 3, S. 409-422. DOI:10.1111/spol.12712

Abstract

"During the last 30 years, all European Union member states have reformed their pension systems. In view of ongoing and intensifying population aging, efforts have aimed at containing the future rise of the contribution rate, improving the system dependency ratio, lowering the benefit ratio and/or infusing tax money or other financial resources into the system. Moreover, since about the early 2000s, we can observe a move towards a multi-pillar pension system in countries hitherto running a dominant-pillar system: private pre-funded occupational pensions and individual provision for old age are given larger roles within the public-private mix of retirement income. An analysis of reforms shows a finite menu of adjustment options, and concrete measures have to be adapted to nation-specific institutional contexts. Finally, we can conclude that pension reforms focusing on long-term financial sustainability may increase the risk of old-age poverty and, thus, violate a central objective of pension schemes." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Klaus, Sebastian, Alexander Meschnig & Ernst von Kardorff (2021): Wege psychisch beeinträchtigter Menschen in die Erwerbsminderungsrente und Rückkehrperspektiven in Arbeit. In: Deutsche Rentenversicherung, Jg. 76, H. 1, S. 46-65.

Abstract

"Die Zunahme der Zugänge zu Erwerbsminderungsrenten (EMR) wegen einer psychischen Beeinträchtigung ist für Rentenversicherungsträger eine versorgungspolitische und fachliche Herausforderung. Bislang ist nur wenig über die biografischen Entwicklungsgeschichten bis hin zur Beantragung einer EMR wegen psychischer Beeinträchtigungen bekannt. Das gilt auch für den Einfluss des EMR-Bezugs auf die Gestaltung der neuen Lebenssituation und die Motivation zur Rückkehr auf den allgemeinen Arbeitsmarkt. Die Ergebnisse des von der Deutschen Rentenversicherung Bund von 2017 bis 2020 geförderten Forschungsprojekts "WEMRE" weisen darauf hin, dass, trotz der Heterogenität der biografischen Entwicklungsgeschichten, drei charakteristische Verlaufsformen in die EMR wegen psychischer Beeinträchtigungen vorzufinden sind. Weiter dokumentieren die Ergebnisse verschiedene Reaktionsmuster auf den EMR-Bezug, zu denen auch eine berufliche Neuorientierung zählt, welche mit einer gezielten Unterstützung aufgegriffen und darüber die Rückkehrquote auf den allgemeinen Arbeitsmarkt positiv beeinflusst werden kann." (Autorenreferat, IAB-Doku)

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Kruse, Herman & Andreas Myhre (2021): Early Retirement Provision for Elderly Displaced Workers. (MPRA paper / University Library of Munich 109431), München, 41 S.

Abstract

"This paper studies the economic effects on re-employment and program substitution behavior among elderly displaced workers who exogenously lose eligibility for their early retirement option. We use detailed Norwegian matched employer-employee data containing information on bankruptcy dates and individual-level wealth, income, pensions and social security benefits. Our empirical strategy employs a regression discontinuity design, as job displacement before a certain age cut-off results in losing eligibility for early retirement benefits between ages 62–67 years in Norway. We find that reemployment rates are indistinguishable between workers who just retain eligibility for early retirement benefits and those who just do not. Meanwhile, those who lose eligibility offset 69% of their lost benefits through take-up of other social security benefits, where 51% comes from disability insurance and 13% from unemployment insurance. Our findings are particularly policy relevant as tightening of age-limits for old-age pensions is on the agenda in several OECD countries, while current economic hardship throughout the region may lead to increased job displacement for elderly workers." (Author's abstract, IAB-Doku) ((en))

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Kuhn, Ursina, Markus M. Grabka & Christian Suter (2021): Early retirement as a privilege for the rich? A comparative analysis of Germany and Switzerland. In: Advances in life course research, Jg. 47. DOI:10.1016/j.alcr.2020.100392

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Melesk, Kirsti (2021): Learning in late career stages in Europe – gendered effects of retirement policies. In: Ageing & Society, Jg. 41, H. 10, S. 2191-2213. DOI:10.1017/S0144686X20000033

Abstract

"Institutional contexts shape learning participation throughout the course of life. Combining micro-data on adult education from 26 European countries with country-level indicators on retirement systems in multi-level logistic regression models, the focus is on analysis of participation in non-formal learning among people aged 50–64 and its interactions with retirement policies. The analysis makes use of the largest sample of European countries used so far for exploring the issue. For the first time, gender differences in retirement policies are considered. The results imply that for all women and highly educated men, participation in non-formal training is higher when retirement age in the country is set at 65 years or higher. However, men with less education do not profit from a higher retirement age because their training participation remains unaffected by retirement policies. In the current analysis, training participation in older age groups remains unaffected by the generosity of pensions. The results outline gender differences in learning participation in older age groups. Also, after the age of 50, men with a low education are at particular risk of labour market exclusion and unemployment because the retirement age in European countries keeps rising and technological advancements make additional demands on workers' skills." (Author's abstract, IAB-Doku) ((en))

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Pimpertz, Jochen (2021): Höhere Regelaltersgrenze: 68 reicht nicht. (IW-Kurzberichte / Institut der Deutschen Wirtschaft Köln 2021,34), Köln, 3 S.

Abstract

"Mit der fortschreitenden Bevölkerungsalterung muss der Beitragssatz zur gesetzlichen Rentenversicherung steigen - trotz sinkendem Rentenniveau und auch nach 2031, dem Anfangsjahr der „Rente mit 67“. Mit einer fortgesetzten Anhebung der Regelaltersgrenze bis auf 70 Jahre ab 2052 ließe sich der Beitragssatzanstieg aber bremsen und gleichzeitig das Sicherungsniveau stabilisieren." (Autorenreferat, IAB-Doku)

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Quinby, Laura D. & Gal Wettstein (2021): Do deferred benefit cuts for current employees increase separation? In: Labour Economics, Jg. 73. DOI:10.1016/j.labeco.2021.102081

Abstract

"This study examines whether deferred benefit cuts increase worker separation. The analysis utilizes a 2005 reform to the Employees' Retirement System of Rhode Island (ERSRI) that reduced benefits for ERSRI members who had not vested by 2005, and did not affect high-tenure ERSRI members and municipal government employees. A triple-differences research design yields an elasticity of employer-specific labor supply with respect to deferred benefits of 0.28. Although state employees were more sensitive to benefit cuts than teachers, low elasticities for both groups suggest that the labor market for public employees is not highly competitive." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Qvist, Jeevitha Yogachandiran (2021): The working class and early retirement in Denmark: individual push factors. In: Ageing & Society, Jg. 41, H. 9, S. 2118-2142. DOI:10.1017/S0144686X20000203

Abstract

"Previous research finds that members of the working class have a higher risk of early retirement compared to professionals because they are pushed into early retirement. This indicates that not all workers can respond to incentives to extend their working life. Yet, little previous work has been conducted to quantify systematically the extent to which push factors explain why members of the working class have a higher risk of early retirement compared to professionals. Using longitudinal data on Danish workers, the results suggest that members of the working class have an increased risk of early retirement compared to professionals, but poor health, previous spells of unemployment and low job quality mediate a large part of this effect. Among men, the push factors mediate 57 and 86 per cent of the effect of social class on early retirement for skilled manual and unskilled manual workers, respectively. Among women, the push factors mediate 43 and 55 per cent of the effect of social class on early retirement for skilled manual and unskilled manual workers, respectively. Overly physical work demands is the most important mediator, which explains between 23 and 31 per cent of the total effect of belonging to the working class on early retirement. Moreover, the magnitudes of the indirect effects of the push factors depend on the particular pathway into retirement." (Author's abstract, IAB-Doku) ((en))

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Riphahn, Regina T. & Rebecca Schrader (2021): Reforms of an early retirement pathway in Germany and their labor market effects. (LASER discussion papers 134), Erlangen, 28 S.

Abstract

"We investigate the unemployment pathway to retirement in Germany and study the causal effects of two early retirement reforms. Reform 1 (NRA) increased normal retirement age stepwise from 60 to 65. Simultaneously, it became possible to use early retirement with benefit discounts. Reform 2 (ERA) increased the age of early retirement stepwise from 60 to 63. We investigate behavioral responses to the reforms using administrative data and difference-in-differences strategies. We find strong and significant causal effects of both reforms. Individuals postponed retirement, stayed employed longer, postponed unemployment, and shifted to alternative pathways into retirement. The overall use of the retirement system declined by about 1.5 and 2 months per person after each of the two reforms. Individuals with low pension wealth and those who were affected immediately by the reform responded more strongly." (Author's abstract, IAB-Doku) ((en))

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Rogerson, Richard & Johanna Wallenius (2021): Shocks, Institutions and Secular Changes in Employment of Older Individuals. (NBER working paper 28914), Cambridge, MA, 53 S. DOI:10.3386/w28914

Abstract

"Employment rates of males aged 55-64 have changed dramatically in the OECD over the last 5 decades. The average employment rate decreased by more than 15 percentage points between the mid-1970s and the mid-1990s, only to increase by roughly the same amount subsequently. One proposed explanation in the literature is that spousal non-working times are complements and that older males are working longer as a result of secular increases in labor supply of older females. In the first part of this paper we present evidence against this explanation. We then offer a new narrative to understand the employment rate changes for older individuals. We argue that the dramatic U-shaped pattern for older male employment rates should be understood as reflecting a mean reverting low frequency shock to labor market opportunities for all workers in combination with temporary country specific policy responses that incentivized older individuals to withdraw from market work." (Author's abstract, IAB-Doku) ((en))

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Schmidthuber, Lisa, Charlotte Fechter, Heike Schröder & Moritz Hess (2021): Active ageing policies and delaying retirement: comparing work-retirement transitions in Austria and Germany. In: Journal of international and comparative social policy, Jg. 37, H. 2, S. 176-193. DOI:10.1017/ics.2021.1

Abstract

"We investigate how labour market and pension measures associated with active ageing influence retirement behaviour in Austria and Germany. We focus on two conservative welfare states and evaluate how individuals respond to comparable pension scheme changes. Using the Survey of Health, Ageing and Retirement in Europe, findings point to increasing average actual retirement ages in both countries. Early retirement becomes less important while working until pension age has gained in significance. In particular, findings point towards greater de-standardisation of retirement transitions, though to a different extent across the two countries. Whereas gender differences are still prevalent in Austria, in line with traditional conservative welfare state characteristics, we find that Germany exhibits lower gender differences, but instead displays stronger inequalities between education groups. We argue that social risks emerge in Germany that are usually found in liberal welfare states. We suggest that this trend is reinforced by retirement policies that focus on “pushing” individuals out of employment. This study contributes to the understanding of how individuals respond to national policy incentives when making retirement transitions." (Author's abstract, © Cambridge University Press) ((en))

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Schrader, Rebecca (2021): The causal effect of partial retirement on older workers' labor force participation. (BGPE discussion paper 215), Nürnberg, 54 S.

Abstract

"In this study, I investigate the effect of partial retirement at the firm level on older workers' labor participation. Thereby, I contribute to the controversial debate about the effects of partial retirement. Using detailed administrative employer-employee data from Germany, I exploit the introduction of partial retirement options in Germany related to the law on PR of 1996 within a difference-in-differences framework. My results show that older workers' labor participation responds to the introduction of partial retirement and reveals substantial effect heterogeneities with regard to the specific partial retirement arrangement. Overall, I find evidence that partial retirement has the potential to extend older Workers' labor participation and thereby to serve as an instrument to lower the financial burden of governments struggling with the economic costs of demographic aging." (Author's abstract, IAB-Doku) ((en))

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Schäfer, Ingo (2021): Die Teilhabe muss an erster Stelle stehen. In: Soziale Sicherheit, Jg. 70, H. 5, S. 176-179.

Abstract

"In Deutschland beziehen rund 1,8 Millionen Menschen einer Rente wegen einer Erwerbsminderung. Viele von Ihnen haben wenig Chancen, auf dem Arbeitsmarkt wieder Fuß zu fassen. Das muss sich ändern. Der Fokus beim Nachdenken über die (Re-)Integration muss neu justiert werden: weg von reinen Effizienzkriterien, hin zu Fragen der Prävention und gesellschaftlichen Teilhabe." (Autorenreferat, IAB-Doku)

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Stecker, Christina (2021): Innovative Modellvorhaben der Rentenversicherungsträger im ersten Förderaufruf des Bundesprogramms „rehapro“. In: Deutsche Rentenversicherung, Jg. 76, H. 1, S. 16-45.

Abstract

"Mit der Alterung der Bevölkerung nimmt die Zahl von Menschen mit Beeinträchtigungen und Behinderungen zu. Auch um die Erwerbsfähigkeit und damit den Verbleib von Menschen mit chronischer Erkrankung und (drohender) Behinderung auf dem Arbeitsmarkt zu sichern, fördert das Bundesministerium für Arbeit und Soziales mit dem Bundesprogramm „Innovative Wege zur Teilhabe am Arbeitsleben – rehapro“ in den Rechtskreisen der Rentenversicherung und der Jobcenter. Im Rahmen des ersten Förderaufrufs haben sich die Träger der Deutschen Rentenversicherung mit 30 Modellvorhaben beteiligt, um innovative Maßnahmen von der Prävention über die Nachsorge bis zur (Wieder-)Eingliederung zu erproben. Für den Rechtskreis der Rentenversicherung (SGB VI) steht ein Volumen von 500 Millionen Euro in bis zu drei Förderaufrufen zur Verfügung. Die begleitende Wirkungsforschung soll neben einer allgemeinen Wirkungsanalyse des Bundesprogramms insbesondere zielführende Ansätze und Herangehensweisen für die Weiterentwicklung der Rehabilitation und Teilhabe erarbeiten." (Autorenreferat, IAB-Doku)

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Theurl, Simon & Dennis Tamesberger (2021): Does a job guarantee pay off? The fiscal costs of fighting long-term unemployment in Austria*. In: European Journal of Economics and Economic Policies, Jg. 18, H. 3, S. 364-378. DOI:10.4337/ejeep.2021.0077

Abstract

"The idea of a job guarantee (JG) to tackle unemployment has become popular again over recent years. Critics often point to the fiscal costs and the macroeconomic impact of a government financing full employment. In this paper, we analyse the fiscal costs of a JG for long-term unemployed people over the age of 45 in Austria. We show that a JG pays off in the long run. Even if the amount of jobs to be provided increases in times of a recession, or if a government starts with a certain amount of jobs and increases it afterwards, the JG would pay for itself." (Author's abstract, IAB-Doku) ((en))

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Vandenberghe, Vincent (2021): Differentiating Retirement Age to Compensate for Career Arduousness. (GLO discussion paper / Global Labor Organization 803), Maastricht, 23 S.

Abstract

"Population ageing in Europe calls for an overall rise in the age of retirement. However, many argue that this age should be differentiated to account for individuals' career arduousness. This paper explores the relevance of this idea. It combines the 7th wave of the SHARE panel data on health at an older age and US occupational O*NET data. With these unique data it first quantifies the impact of entire career arduous- ness on health at typical retirement age, relative to other key determinants (gender, childhood health, parental longevity). It then estimates the degree of retirement age differentiation that would be needed to compensate individuals for their career-related health handicap/advantage and get closer to "real" actuarial fairness. Using the age of 65 as a reference, results point at the need for differentiation ranging from 60 to 71. But the paper also shows that systematic retirement age differentiation would fail to match a significant portion of the full distribution of health at an older age. In a world where retirement policy compensates for career-related arduousness there would still be a lot of unaccounted health differences; in particular those related to health endowment. Using variance decomposition methods, we estimate that career-arduousness represents at most 5.83% of the model-explained variance of health at an older age." (Author's abstract, IAB-Doku) ((en))

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Walwei, Ulrich & Jürgen Deller (2021): Labor Market Participation of Older Workers in International Comparison. (IAB-Discussion Paper 16/2021), Nürnberg, 26 S.

Abstract

"Der Beitrag beschäftigt sich aus einer international vergleichenden Perspektive mit Treibern und Hemmnissen der Arbeitsmarktpartizipation von Älteren. Der Fokus der Studie richtet sich auf Länderbeispiele, die prototypisch für bestimmte Kontexte stehen. Ausgehend von unterschiedlichen Rahmenbedingungen am Arbeitsmarkt und wohlfahrtsstaatlichen Regulierungen in Europa und benachbarten Ländern wurden mit Deutschland, Israel, Italien und Schweden vier Länder ausgewählt, in denen der Entwicklung und Situation älterer Beschäftigter am Arbeitsmarkt nachgegangen wird. Jedes der ausgewählten Länder steht für eine spezifische Konstellation, sei es, dass eine Trendwende erreicht wurde, ein langfristig hoher Beschäftigungsstand realisiert werden konnte oder anhaltende Probleme zu beobachten sind. Die Fallbeispiele befassen sich u.a. mit rentenpolitischen Reformen sowie arbeitsmarktpolitischen Ansätzen zum Management alternder Belegschaften. Sie zeigen, dass es keinen Königsweg zur Verbesserung der Arbeitsmarktsituation Älterer gibt. Unabhängig von staatlichen Politiken kommt der Entwicklung der Beschäftigungsfähigkeit über den Lebenszyklus große Bedeutung bei. Mit Blick auf zukünftige Entwicklungen sind geeignete betriebliche Praktiken für das Management alternder Belegschaften unverzichtbar. Entscheidend sind dabei insbesondere Initiativen, die auf ein lebenslanges Lernen und ein gesundes Arbeitsumfeld zielen." (Autorenreferat, IAB-Doku)

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Weber, Enzo (2021): Die Zwangsrente ist ungerecht. Gastbeitrag. In: Süddeutsche Zeitung H. 04.10.2021, o. Sz., 2021-09-07.

Abstract

"Über die Krise hat die Langzeitarbeitslosigkeit deutlich zugenommen, und damit nehmen auch Fälle zu, in denen die Situation verpflichtender Frühverrentung eintreten könnte. Gleichzeitig sinkt seit vergangenem Jahr das Erwerbspersonenpotenzial in Deutschland. Unfreiwillige Renteneintritte würden da denkbar schlecht ins Bild passen. Die vorgeschlagene Reform bietet die Möglichkeit, die Zwangsrente ohne unerwünschte Nebenwirkungen aus der Welt zu schaffen. Diese Chance sollte die Politik im Zuge einer Neugestaltung des Grundsicherungssystems ergreifen." (Textauszug, IAB-Doku)

Abstract

"Die rentenpolitischen Maßnahmen der letzten Jahre haben ein rentenpolitisches Dilemma geschaffen. Ziel des vorliegenden Gutachtens ist es, verschiedene Lösungsansätze und Bausteine für einen Ausweg aus diesem Dilemma vorzuschlagen und ihre Vor- und Nachteile abzuwägen. Dabei konzentriert sich das Gutachten auf Reformen innerhalb der gesetzlichen Rentenversicherung, ohne die grundsätzliche Struktur des Systems der deutschen Altersvorsorge in Frage zu stellen. Daher werden Vorschläge wie die Einbeziehung von beamtet und selbständig Erwerbstätigen in die gesetzliche Rentenversicherung ebenso ausgeklammert wie Vorschläge zur größeren Verbreitung von Betriebsrenten oder der Vorschlag einer aktienbasierten Zusatzrente, zumal diese erst in sehr langer Frist wirksam sein können. Das Gutachten ist wie folgt aufgebaut: Zunächst beschreiben wir die demographische Entwicklung und zeigen, dass der Handlungsbedarf dringend ist, weil der Eintritt der Babyboom-Generation in den Ruhestand jetzt beginnt und Planungssicherheit bezüglich des zukünftigen Rentenalters jetzt hergestellt werden muss. In Abschnitt 3 berechnen wir die zukünftige Entwicklung von Beitragssatz und Sicherungsniveau, wenn das derzeit geltende Recht fortgesetzt würde. Wir gehen insbesondere auf die Auswirkungen der Corona-Krise auf Beitragssatz und Sicherungsniveau ein. Der Beirat empfiehlt, die Balance zwischen den Generationen, die durch die Corona-Krise verschoben wurde, baldmöglichst wiederherzustellen. In Abschnitt 4 wird gezeigt, dass eine Fortsetzung der Politik der doppelten Haltelinie keine Lösung des rentenpolitischen Dilemmas sein kann. In Abschnitt 5 argumentiert der Beirat, dass eine graduelle Anpassung der Lebensarbeitszeit an die Lebenszeit eine essentielle Bedingung für eine langfristige Lösung ist. Darauf aufbauend schlägt der Beirat im Abschnitt 6 Lösungsansätze und -varianten vor, die unter dieser Bedingung eine zumindest partielle Fortführung der Haltelinien ermöglichen. Die Abschnitte 7 und 8 befassen sich schließlich damit, wie die politische Akzeptanz von Rentenreformen verbessert werden kann. Abschnitt 9 fasst die Empfehlungen des Beirats zusammen." (Textauszug, IAB-Doku)

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Dürr, Agnes, Karin Steiner & Mario Taschwer (2020): Zielgruppen- und Bedarfsanalyse für die Inanspruchnahme von Bildungs- und Berufsberatung durch Ältere. Schwerpunkt auf die Weiterentwicklung des einschlägigen AMS-Info-Angebotes. (AMS report 148/149), Wien, 146 S.

Abstract

"Der vorliegende AMS report beinhaltet eine umfassende Studie, die im Auftrag der Abt. Arbeitsmarktforschung und Berufsinformation des AMS Österreich vom sozialwissenschaftlichen Forschungs- und Beratungsinstitut abif (www.abif.at) erstellt wurde, und beschäftigt sich mit dem Thema der Bildungs- und Berufsberatung für die Zielgruppe von Personen ab 50 Jahren. Folgende Leitfragen stehen im Fokus dieser Forschungsarbeit: Welche Zielgruppen innerhalb der heterogenen Gruppe »Personen ab 50 Jahren« können ausgemacht werden? Wie werden diese (am besten) erreicht? Was sind die wichtigsten Beratungsthemen und Anliegen der verschiedenen Zielgruppen? Welche Herausforderungen gibt es? Welche Bedarfe und Trends gibt es? Was sind die Aufgaben der Beratung, unter welchen Rahmenbedingungen können diese in Angriff genommen werden? Wie werden die AMS-Materialien für die Zielgruppe verwendet und welcher Verbesserungsbedarf liegt vor? Desktop-Research, Interviews mit ExpertInnen aus der Bildungs- und Berufsberatung sowie ein österreichweiter Online-Survey dienten zur Diskussion, Analyse und Beantwortung dieser Fragen." (Autorenreferat, IAB-Doku)

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Fechter, Charlotte & Marlene Haupt (2020): Genderdifferenzen bei Rentenübergängen: Erklären Persönlichkeitsmerkmale die Unterschiede? In: Sozialer Fortschritt, Jg. 69, H. 10, S. 687-710. DOI:10.3790/sfo.69.10.687

Abstract

"Dieser Beitrag untersucht geschlechterspezifische Unterschiede im Rentenübergang anhand von Persönlichkeitsmerkmalen in Deutschland. Im Mittelpunkt steht dabei die Stimulierung von bestimmten Einstellungen durch die Einführung der Mütterrente in den Jahren 2014 und 2019. Unter Anwendung des SOEP v.34 (2017) wurde die Zusammenhangsstruktur von Renteneintrittsalter und den Big Five untersucht, während zeitgleich für soziodemographische Faktoren, Beschäftigung und Haushaltseinkommen kontrolliert wurde. Dabei wurden konkurrierende Hypothesen durch Querschnittsvergleiche mit OLS-Regressionen für die Jahre 2013 und 2017 getrennt nach Geschlecht getestet. Die Ergebnisse deuten darauf hin, dass eine starke Ausprägung des Persönlichkeitsmerkmals Extraversion (im Sinne einer Neigung zur Geselligkeit und zum Optimismus) bei Frauen zu einem früheren Renteneintritt führt. Dabei entsprechen die Ergebnisse insofern den theoretischen Erwartungen, als dass die Anerkennung typisch weiblicher Leistungen im Rentensystem den negativen ­Effekt der Extraversion minimiert. Diese Studie leistet einen Beitrag für das Verständnis, wie psychologische Faktoren die Heterogenität in Rentenübergängen erklären können und formuliert Politikempfehlungen." (Autorenreferat, IAB-Doku)

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Fischer, Björn & Kai-Uwe Müller (2020): Bessere Vereinbarkeit von Beruf und Pflege kann Zielkonflikt zwischen Renten- und Pflegepolitik lösen. In: DIW-Wochenbericht, Jg. 87, H. 46, S. 853-860. DOI:10.18723/diw_wb:2020-46-1

Abstract

"Pflegebedürftige lassen sich bevorzugt von Angehörigen oder FreundInnen zuhause pflegen. Dieser sogenannten informellen Pflege wird auch im Gesetz Vorrang vor formeller, stationärer Pflege eingeräumt. Für viele Angehörige entsteht jedoch ein Zeitkonflikt zwischen der Pflegearbeit und ihrer Erwerbsarbeit. Dieser Bericht zeigt, dass Frauen den Übergang in den Ruhestand nutzen, um diesen Zielkonflikt zu lösen und Pflege zu leisten. Die Erhöhung des Renteneintrittsalters, beispielsweise durch die Abschaffung der sogenannten Altersrente für Frauen, verlängert diesen Zeitkonflikt und reduziert dadurch das Angebot an informeller Pflege. Angesichts wachsender Pflegebedarfe und steigendem Renteneintrittsalter muss die Politik die Bedingungen für die Vereinbarkeit von Beruf und informeller Pflege verbessern. Hierzu sollten die finanziellen Anreize durch Lohnersatzleistungen, die an eine Mindestarbeitszeit geknüpft sind, ausgebaut werden. Gleichzeitig sollten die Bedingungen für eine flexible Arbeitszeitgestaltung und Homeoffice weiter gestärkt werden. Eine Verbesserung der Vereinbarkeit sowie finanzielle Anreize könnten dazu beitragen, dass sich auch Männer stärker in der informellen Pflege engagieren." (Autorenreferat, IAB-Doku)

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Frimmel, Wolfgang (2020): Later Retirement and the Labor Market Re-Integration of Elderly Unemployed Workers? (Institut für Volkswirtschaftslehre Linz. Arbeitspapier 2024), Linz, 33 S.

Abstract

"This paper studies the impact of raising the eligibility age of early retirement on the re-integration into the labor market of elderly unemployed workers. I exploit two Austrian pension reforms increasing the early retirement age step-wise for different quarter-of-birth cohorts. Empirical results based on Austrian administrative data reveal a substantial gender difference in how unemployed workers are affected by the policy change. While unemployed women only benefit little with shorter unemployment duration, modest higher re-employment probability as well as labor income after unemployment, unemployed men benefit in several aspects: although unemployment duration remains unaffected, re-employment chances, labor income and participation in active labor market policies significantly increase. Elderly unemployed workers closer to their early retirement age are systematically assigned to programs increasing their job application and job search skills, while workers more than five years away from their early retirement age are more likely to participate in programs increasing their skills. The gender difference may be explained by the nature of the pension reforms. From a policy perspective, these results suggest that increasing the early retirement age is not only a feasible way to improve the financial sustainability of public pension systems but also improves the re-integration of elderly unemployed male workers." (Author's abstract, IAB-Doku) ((en))

Zitatform

Goll, Nicolas & Felizia Hanemann (2020): Financial incentives and heterogeneity in retirement behaviour. An empirical analysis based on SHARE-RV data. (MEA discussion papers / Munich Center for the Economics of Aging 2020,21), München, 29 S.

Abstract

"In den vergangenen Jahrzehnten wurden verschiedene Reformen umgesetzt, die auf eine Verlängerung der Erwerbsleben älterer Arbeitnehmer abzielten. In der Literatur wurden bislang überwiegend die durchschnittlichen Effekte dieser Reformen untersucht. Evidenz zu den Auswirkungen auf heterogene Personengruppen ist bislang jedoch relativ begrenzt. Wir untersuchen daher die Auswirkungen der Einführung versicherungsmathematischer Abschläge für den vorzeitigen Renteneintritt, di in der deutschen Gesetzlichen Rentenversicherung (GRV) mit der Rentenreform 1992 eingeführt wurden. Im Speziellen analysieren wir, ob Personen in körperlich anstrengenden Berufen am Ende ihrer beruflichen Laufbahn anders auf die Einführung der Abschläge reagierten als Personen in nicht-anstrengenden Jobs. Die kohortenspezifische Einführung der Abschläge bietet exogene Variation zur Ermittlung des kausalen Reformeffekts auf die Renteneintrittsentscheidung. Wir schätzen Cox-Proportional-Hazard-Modelle unter Verwendung von SHARE-RV-Daten, der direkten Verknüpfung aus administrativen Daten der GRV und Umfragedaten des Surveys of Health, Ageing and Retirement in Europe (SHARE). Die Ergebnisse zeigen, dass Individuen durch die Einführung der Abschläge ihren Renteneintritt aufgeschoben haben. Personen in körperlich anstrengenden Berufen ihren Renteneintritt allerdings weniger stark aufschoben als die Gruppe der Personen in nicht-anstrengenden Berufen." (Autorenreferat, IAB-Doku)

Zitatform

Hasselhorn, Hans Martin (2020): Wie lange wollen und können Erwerbstätige in Deutschland arbeiten? In: Deutsche Rentenversicherung, Jg. 75, H. 4, S. 485-506.

Abstract

"Die Politik hofft hierzulande auf eine deutliche Verlängerung des Erwerbslebens. Im Beitrag werden repräsentative Daten der Bevölkerung in Deutschland genutzt, um bei Erwerbstätigen im Alter von 20 bis 64 Jahren zu untersuchen, bis zu welchem Alter sie erwerbstätig sein wollen beziehungsweise meinen, dies zu können. Der Wunsch, bis zur Regelaltersgrenze oder länger erwerbstätig zu sein, ist in Deutschland nach wie vor gering ausgeprägt, und zwar umso geringer, je jünger die Befragten sind. Gleichwohl könnten viele dies nach eigenen Angaben tun. Es bestehen auffällige Gruppenunterschiede. Die Ergebnisse dieser Studie erlauben nicht, das Ausmaß künftiger Erwerbsbeteiligung abzuschätzen. Hingegen legen sie die Frage nahe, was es bedeutet, wenn über alle Altersgruppen hinweg eine "Kultur des Frühausstiegs" dominiert. Erforderlich ist, herauszuarbeiten, was den Menschen ihr Erwebstätigsein bedeutet. Dies ist gerade in einer Zeit angebracht, in der sich Gesellschaft und Arbeit immer schneller wandeln und noch dazu in einer Pandemie befinden, die vielen Menschen die Bedeutung ihrer Arbeit in neuer Weise vor Augen führt." (Autorenreferat, IAB-Doku)

Zitatform

Kaboth, Arthur & Martin Brussig (2020): Arbeitsmarktpolitische Maßnahmen: Wie werden Ältere gefördert? (Altersübergangs-Report / Institut Arbeit und Qualifikation (IAQ), Universität Duisburg-Essen 2020-02), Duisburg, 14 S. DOI:10.17185/duepublico/72656

Abstract

"Arbeitslosigkeit hat sich aufgrund der verlängerten Erwerbsphasen bis ins höhere Erwerbsalter ausgeweitet, sodass zunehmend Personen ab dem 60. Lebensjahr betroffen sind. Die Altersstruktur bei Teilnehmer*innen arbeitsmarktpolitischer Maßnahmen hat sich aufgrund der höheren Betroffenheit von Arbeitslosigkeit verändert: Der Anteil der Geförderten im Alter von 60 bis 64 Jahren hat erheblich zugenommen. Allerdings werden Ältere (55 bis 64 Jahre) im Vergleich zu den Jüngeren nach wie vor deutlich weniger gefördert. Die Schwerpunkte der Förderung Älterer unterscheiden sich deutlich von denen für Jüngere. Unter den Älteren hat die Förderung der Beruflichen Weiterbildung an Bedeutung gewonnen, allerdings nur im Rechtskreis des SGB III (Arbeitslosenversicherung). Der Anteil der Älteren, der nach Beendigung einer Maßnahme eine Beschäftigung aufgenommen hat, ist im Vergleich zu den Jüngeren nahezu immer und zum Teil erheblich kleiner. Zudem erfolgen Beschäftigungsaufnahmen nach einer Maßnahme im SGB III häufiger als im SGB II. Die Arbeitsförderung für ältere Arbeitsuchende muss quantitativ und qualitativ ausgebaut werden. Die Wiederaufnahme einer Beschäftigung ist jedoch nicht nur von der Arbeitsförderung, sondern auch vom Einstellungsverhalten der Arbeitgeber abhängig." (Autorenreferat, IAB-Doku)

Zitatform

Kaboth, Arthur & Martin Brussig (2020): Trotz steigender Altersgrenzen stagniert das durchschnittliche Rentenzugangsalter. Aktuelle Entwicklungen im Rentenzugang. (Altersübergangs-Report / Institut Arbeit und Qualifikation (IAQ), Universität Duisburg-Essen 2019-02), Duisburg, 14 S. DOI:10.17185/duepublico/71299

Abstract

"Das gesetzliche Renteneintrittsalter steigt schrittweise an, dennoch erfolgt über die Hälfte aller Rentenzugänge im Jahr 2017 vor dem 65. Lebensjahr. Der Anteil der Regelaltersrente an den Rentenzugängen geht zurück. Die abschlagsfreie Altersrente für besonders langjährig Versicherte („Rente ab 63“) erfreut sich hoher Beliebtheit. Das durchschnittliche Rentenzugangsalter ist seit 2013 nahezu konstant, wenn der Einmaleffekt der „Mütterrente“ herausgerechnet wird. Männer gingen im Jahr 2017 im Durchschnitt mit 64,3 und Frauen mit 64,4 Jahren in Rente. Der Rentenzugang polarisiert sich: Renteneintritte erfolgen entweder frühestmöglich oder an der Regelaltersgrenze. Zugänge zwischen diesen beiden Zeitpunkten gehen zurück. Der Anteil der Renten mit Abschlägen hat sich seit 2007 halbiert. Aktuell wird jede vierte Altersrente (2017: 23,3 Prozent) wurde mit Abschlägen in Anspruch genommen (2007: 46,8 Prozent). Bei Männern und Frauen ist in etwa dieselbe Entwicklung zu beobachten. Zurückzuführen ist dies auf das Auslaufen der Altersrente für Frauen und der Altersrente wegen Arbeitslosigkeit oder nach Altersteilzeit. Übergänge aus stabiler versicherungspflichtiger Beschäftigung in Altersrente nehmen weiterhin zu, sind allerdings nicht die Regel. Lediglich jeder dritte Renteneintritt der Frauen erfolgt 2017 aus stabiler sozialversicherungspflichtiger Beschäftigung direkt in eine Altersrente. Soweit eine Anhebung der Altersgrenzen erforderlich scheint, ist darauf zu achten, Arbeiten bis zur Regelaltersgrenze zu unterstützen und dort, wo eine Verlängerung der Beschäftigung nicht zumutbar ist, Übergänge in Rente zu ermöglichen, die zielgenau und sozial abgesichert sind." (Autorenreferat, IAB-Doku)

Zitatform

Kaboth, Arthur & Martin Brussig (2020): Trotz Alterserwerbsbeteiligung auf Rekordniveau: Mehr Ältere von Arbeitslosigkeit betroffen. Großer Anteil älterer Arbeitsloser bleibt nach wie vor verdeckt. (Altersübergangs-Report / Institut Arbeit und Qualifikation (IAQ), Universität Duisburg-Essen 2020-01), Duisburg, 14 S. DOI:10.17185/duepublico/71577

Abstract

"- Die Erwerbsbeteiligung Älterer nimmt seit mehr als einem Jahrzehnt kontinuierlich zu und liegt auf Rekordniveau. Die Arbeitslosenquote Älterer ist davon aber teilweise entkoppelt.
- Die relative Beschäftigungslosigkeit steigt mit zunehmendem Alter an und hat sich bis ins höhere Erwerbsalter ausgeweitet. Aber auch die Anzahl älterer Arbeitsloser zwischen 60 und 65 Jahren hat zugenommen und sich innerhalb kurzer Zeit mehr als verdoppelt.
- Die Wahrscheinlichkeit, arbeitslos zu bleiben, ist ab dem 50. Lebensjahr besonders hoch, sodass der Anteil Älterer unter den Langzeitarbeitslosen (mindestens 12 Monate arbeitslos) bis zum Jahr 2018 auf über 40 Prozent zugenommen hat.
- Seit 2015 gelten allein durch die Sonderregelung für Ältere jährlich ca. 140.000 Leistungsbezieher*innen im SGB II (60 bis 64 Jahre) nicht als arbeitslos. Zum Vergleich: 2018 waren fast 210.000 Personen in dieser Altersgruppe als arbeitslos ausgewiesen. Ein großer Anteil älterer Arbeitsloser bleibt also verdeckt.
- Mit der Sonderregelung für Ältere ist im SGB II nach wie vor eine vorruhestandsähnliche Regelung in Kraft, die eine Förderung von Arbeitsuchenden erschwert. Vermutlich trägt sie bei den betroffenen Älteren zu Resignation, fehlender Erwerbsmotivation und -perspektive bei." (Autorenreferat, IAB-Doku)

Zitatform

Köckerling, Elena, Odile Sauzet, Bettina Hesse, Michael Körner & Oliver Razum (2020): Return to Work aus einer zeitlich befristeten Erwerbsminderungsrente. In: Das Gesundheitswesen, Jg. 82, H. 11, S. 894-900. DOI:10.1055/a-0883-5276

Abstract

"Ziel der Studie: Zurzeit wird in Deutschland keine Statistik darüber geführt, wie viele Personen mit einer zeitlich befristeten Erwerbsminderungsrente (EM-Rente) ein Return to Work (RTW) realisieren. Ziel dieser Studie ist es zu prüfen, wie viele Personen, die 2006 zum ersten Mal eine zeitlich befristete EM-Rente erhalten haben, ein RTW erreichten und welche soziodemografischen, gesundheitlichen und beruflichen Merkmale diese Personen aufweisen.
Methodik: Der Scientific Use File 'Abgeschlossene Rehabilitation 2006 - 2013 im Versicherungsverlauf' des Forschungsdatenzentrums der Deutschen Rentenversicherung wurde ausgewertet. Als RTW wurde gewertet, wenn eine Person nach Berentung in einem der 7 Folgejahre an 183 - 365 Tagen mindestens einer Halbtagsbeschäftigung nachging und dafür wenigstens 8,50 Euro/Stunde erhielt. Die Entwicklungen der Kohorte wurden deskriptiv ausgewertet. Der Zusammenhang von soziodemografischen, gesundheitlichen und beruflichen Merkmalen der Personen und dem RTW wurde durch Cox-Regressionen ermittelt.
Ergebnisse: Von der Ausgangskohorte (N=9.789) erreichten in dem Beobachtungszeitraum 5,9% ein RTW. Von diesen erreichten ca. 25% ein RTW in jedem Folgejahr. Im Beobachtungszeitraum verstarben 10,6%, 9,1% gingen in Altersrente und 1,4% erhielten eine unbefristete EM-Rente. Die Regressionsanalyse zeigt, dass soziodemografische, gesundheitliche und berufliche Merkmale der EM-Rentner/innen in signifikantem Zusammenhang mit einem RTW stehen: EM-Rentner/innen im Alter von 18 - 39 Jahren, mit einer somatischen Rentenbewilligungsdiagnose, einer medizinischen Rehabilitation oder einer Erwerbstätigkeit vor der EM-Rente haben die höchste Wahrscheinlichkeit auf ein RTW.
Schlussfolgerung: Die Ergebnisse zeigen, dass nur wenige Personen ein RTW aus der EM-Rente erreichen. Es könnte einerseits geschlussfolgert werden, dass die Kriterien für eine zeitliche Befristung von EM-Renten geschärft werden sollten, um dadurch z.?B. den Arbeitsaufwand für Wiederbegutachtungen zu verringern. Andererseits könnte auch ein deutlicher Unterstützungsbedarf der EM-Rentner/innen bei der Realisierung eines RTW und ein dafür notwendiger Forschungsbedarf postuliert werden." (Autorenreferat, IAB-Doku)

Zitatform

Milka, Tatjana & Tino Krickl (2020): Entwicklung des Überganges in die Altersrente bei den Geburtsjahrgängen 1936 bis 1952. In: Deutsche Rentenversicherung, Jg. 75, H. 4, S. 522-551.

Abstract

"Die rechtlichen Voraussetzungen für den Zugang zur Altersrente haben sich für die Geburtsjahrgänge 1936 bis 1952 sukzessive verändert. Die Reformen veränderten vor allem das früheste mögliche Alter, mit dem eine Altersrente erstmals bezogen werden konnte, indem sie es in ein höheres Alter verschoben. Das Verrentungsalter bestimmte dann allerdings auch die Höhe der gezahlten Rente mit, weil es unterschiedlich hohe Abschläge mit sich brachte. Deshalb mussten viele Versicherte eine differenzierte Rechnung durchführen: Ein möglichst früher Renteneintritt wurde in später geborenen Geburtsjahrgängen mit höheren prozentualen Abschlägen bezahlt, als die vorangehende Jahrgänge hinnehmen mussten. Inzwischen sind die Möglichkeiten der ganz frühen Verrentung mit 60 Jahren verschlossen, denn sie waren nur für alle bis 1951 Geborenen eröffnet. Damit sind auch die höchsten möglichen prozentualen Abschläge gesunken. Daher zeigt sich beim Übergang des Geburtsjahrgangs 1952 ein vorläufiger Endpunkt der Reformen. Die nachfolgenden Analysen zeigen, in welchem Umfang die Geburtsjahrgänge 1936 bis 1952 die unterschiedlichen Altersrenten in Anspruch nahmen und welche Rentenhöhen sie durchschnittlich erzielten. Die Analysen wurden auf der Grundlage der prozessproduzierten Daten der gesetzlichen Rentenversicherung zum Rentenzugang durchgeführt." (Autorenreferat, IAB-Doku)

Zitatform

Naumann, Elias, Wouter De Tavernier, Laura Naegele & Moritz Hess (2020): Public support for sanctioning older unemployed. A survey experiment in 21 European countries. In: European Societies, Jg. 22, H. 1, S. 77-100. DOI:10.1080/14616696.2019.1660394

Abstract

"The public opinion literature has found that the age of the benefit recipient is an important determinant in the formation of welfare state attitudes. Older people are perceived as more deserving of help and also punished less for not accepting a job. We argue that such a preferential treatment of older people depends on the social and economic context. In this article, we examine public support for demanding active labour market policies in 21 European countries. Relying on a survey experiment varying the age of the unemployed person, our analysis confirms that older unemployed are punished less than younger unemployed for not accepting a job offer. However, this effect varies between countries and our evidence suggests that support for exempting older individuals from demanding active labour market policies disappears as societies age. Moreover, support for stricter sanctions in general is higher in countries with a higher unemployment rate and in countries that already have rather strict active labour market policies. These findings question the public's role as a veto player in the reform process as it seems unlikely that public opinion will block attempts to further strengthen demanding active labour market policies." (Author's abstract, IAB-Doku) ((en))

Zitatform

Oesch, Daniel (2020): Discrimination in the hiring of older jobseekers: Combining a survey experiment with a natural experiment in Switzerland. In: Research in Social Stratification and Mobility, Jg. 65. DOI:10.1016/j.rssm.2019.100441