The Learning Encounter:

Older Workers on the Labour Market in the

Netherlands

Ageing Society

The impact of the demographic ageing on the shortage to

workers will become around 2011 clearly visible and

tangible.

The impact of the demographic ageing differs by sector.

Certain sectors, such as the care and, have do the education now already with shortages to staff.

Dutch labour market policy

In the course of 2005 to 2007 the shortage on the labour market and the number of young

people walking back on the labour market had much influence.

When employees continue working longer (to on higher age) this will have a positive impact

on the approaching shortage to workers. For this reason the government has made the early retirement regulations financially less attractive and more employees to their 65th

will continue work. Large companies consider the shortage more as a stimulant policy conduct that have been aimed at older employees rather than SME’s

End of early retirement

When employees continue working longer (to on

higher age) this will have a positive impact on the

approaching shortage to workers.

For this reason the government has made the

early retirement regulations financially less

attractive and more employees to their 65th

will continue work.

Positive age –related HRM

The current shortage on the labour market is for employers an

important mainspring to hire and retain older workers.

Employees take into account more and more that they will continue

working longer.

Also the increasing attention in the mediums for the subject `older

workers' and the national policy to stimulate longer continuing working

plays a role.

Older workers: more advantages ,

less costsOlder workers: - Are active- Contribute in an unique manner - Are careful, calm and effective - Wise of (life) experience - Have a white frost and considered judgement - Bring rests in the organisation - Are sensitive and helpful for others - Are disciplined and comply with their appointments- Are not necessarily competitive, are aware of the end of their career

-Less preparation, recruitment and selection costs;

-More stable than young people

- Less training costs- Need less training

due to their experience;

- No costs for child care, parental and/or

pregnancy leave

Labour market mobility

In 2006 almost 85% of the 45+ employees have worked 4 years on the same job….

Mostly have middle education level.

Stability on the labour market among older workers is the strongest in the hotel and catering industry and business service.

Job change at the end of the career?

Still 8% of 55+ expect job change; 45-54 aged only 20%

Unemployed older workers

Unemployed older workers see their chances on work lower assess as they are parent.

A third of 45+ who have applied for a job has the impression that their age played a disadvantageous role.

Employers are not waiting for adopting older workers.

The chance for a 55+ to find another job is extreme low.

Unemployment rates

314.000 people unemployed

4,1 % of the working population

Small increase of het unemployment rate in het last 3 months

Unemployment rate still lower than in 2008

Increasement of unemployment of 45- men

19 March 2009

Credit crisis

The Dutch economy will decline with 3,5 %

The national budget deficit will grow from 3% this up to 5,5% next year

The unemplyment rate willl grow up to 9% - this is more than in 1930.

Every Dutchman must contribute its bit to find a expedient in the crisis. " thus Balkenende

Re-integration

1. Work First: after getting work we see what the new worker needs

2. Social Participation: for those with large distance to the labour market

3. “Demand led” – several definitions: jobcentred, clientcentred, extra imput….

People are getting less re-integrable

We accept absolutely no client doing nothing. Everyone must bewcome active in one or another manner. Routes which are not aimed primary at regular work, act as access routes. It are the first steps in long itinary which nevertheless still finally lead the participants to regular work .

Regional labour market policy

- Unsatisfied about the results of re-integration in the last years

- No confidence in the market oriented re-integration agencies

- Less tenders

- More active role for the municipalities, pro-active, more self initiatives; less outsourcing

-Bringing together several players: employment agency, social services, employers, education institutions

STAVOOR