Robert Gründemann & Sjiera de Vries 5th european conference on promoting workplace health, Linz, June Dutch grant scheme for age management at the workplace

2 Structure of the presentation Facts and figures of the Netherlands and EU Age management policies of the Dutch government Temporary encouragement scheme for age management Conclusions

3 Facts & Figures the Netherlands Number of older workers increased between 1993 and 2003 from to (source: OESO) Retirement age rose from 59,5 yrs to 62,2 yrs (source: OESO) Labour participation older workers (55-64 yrs): 24% in 1993 (source: OESO) 39% in 2003 (source: OESO) 45% in 2005 (source: European Commission) Lisboa goal NL: 40% in 2007 and 45% in 2010 In the Netherlands labour participation of older workers has risen more quickly than in other EU-countries

4 Facts & Figures EU Average EU labour participation older workers (55-64 yrs) is 41% (source: European Commission) Belgium:30,0% Italy:30,5% France: 37,3% Germany: 41,8% Netherlands:45,2% UK: 56,2% Sweden: 69,1% (highest in the EU) Lisboa goal EU: 45% in 2007 and 50% in 2010

5 Forecast the Netherlands (source Eurostat 2005) Labour population (18-64 yrs) will decline from 8,3 mio in 2005 to 7 mio in 2040 Number of people of 65+ yrs will increase from 2 mio in 2005 to 4 mio in 2040 In 2005: 22 elderly (65+) for each 100 workers (18-64 yrs) In 2040: 44 elderly (65+) for each 100 workers (18-64 yrs)

6 Grey pressure in the Netherlands number of people older than 65 years divided by the labour population

7 Labour population the Netherlands CBS, 2005 CWI - ‘Arbeidsmarkt journaal’ February 2006

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9 Policies on Age by the Dutch government Reintroduction obligation to apply for jobs >57,5 yrs Abolition WAO premium employers for employees >55 yrs Introduction law against age discrimination Abolition tax advantages VUT and pre-pensions Introduction life-course arrangements Grant scheme Ministry Social Affairs Objectives of the government: Quicker increase of older people active at labourmarket Broader (financial) basis for social security, health care and old age pensions

10 Encouragement scheme for age management at the workplace (1) Four year programma (2004 – 2007) Objective: prevention of early retirement of older employees Themes: image building of older employees (2005) motivation, involvement, competences and health (2006) Target groups: employers with a minimum of 30 employees SME’s: sector or branch of industry organisation Available: 21 Million Euro’s for age management projects Maximum of € per project

11 Encouragement scheme (2) 6 application rounds/number of projects: about 550 First round (Dec. 2004/Jan. 2005): 197 applications / 48 granted Second round (summer 2005): 505 applications / 120 granted Third round (Jan. 2006/March 2006): 421 applications / ? granted Fourth round (planned for July/August 2006) Total budget 2004/2005: 4,4 million Euro’s Available budget 2006: 7,1 million Euro’s

12 Encouragement scheme (3) Results of the 1ste application round by company size: employees 9% employees36% employees19% or more employees30% unknown 6% by sector: services77% trade 6% production15% unknown 2%

13 Encouragement scheme (4) Many companies are starters in the field of age management Number of employees (45-54 years) among granted organisations is 10% higher compared to other Dutch organisations frequent mentioned problems: reduced capability more knowledge about age issues awareness and making it a subject for discussion frequent mentioned solutions: improving availability improving health improving organisation of work

14 Conclusions related to the encouragement scheme Stimulus for age management activities at the workplace Benefits: many examples of good practices; many tools for age management A lot of flexibility for companies to fill in their own projects Demotivation among companies whose projects were not granted No selection of projects on quality Implementation of projects difficult for companies (no experience)

15 Conclusions related to the national situation Dutch government placed the topic of older workers at the agenda Significant increase of labour participation of older workers Increase of age management activities by employers Change in attitude towards older people and work not sufficient Many workers still want to stop work before pension age Large numbers of workers still retire from work before age of 65 years Companies not keen enough to keep older workers active at the workplace