The labour market is ageing rapidly: how do you deal with this as an employer?

The figures show that the distribution of ageing workers is not evenly spread across all sectors. We are seeing a lot of older workers especially in the logistics and transport industry (14.3%) and the social profit (13.5%) sector. Employers in these sectors, which also includes healthcare institutions among others, consequently face a particularly major challenge. The hospitality, green and construction sectors are least feeling the pinch of the ageing labour market for now. These sectors each employ less than 9% over-60s.

Workers are older, and the inflow of young people into the labour market is not increasing proportionally either. This is causing companies to have a disproportionate number of older workers in their workforce, which only underscores the importance of a duly considered careers policy. A double challenge for employers, as they need to find ways to extend employees’ careers as well as keep older workers in employment for longer. Offering them (more) workable work is a crucial goal in this respect. Employers and employees will need to sit down together to explore possible solutions and determine which is best for both parties.

So how can employers best guide their workers towards retirement? There are several options as your employees reach the final stages of their career.

• Wrinkle days(rimpeldagen): extra holidays granted to workers aged 45 and over in certain sectors with arduous jobs, such as the care sector.
• Long service leave days(anciënniteitsdagen) a little extra leave granted by sectors or companies to employees with x number of years of service on the clock.
• End-of-career jobs(landingsbanen) a scheme that enables older workers aged 55 and over (or 50 subject to certain conditions) to work fewer hours in the run-up to retirement. To (partly) compensate for the loss of wages, the National Employment Office (RVA) provides benefits. In most cases, this benefit is granted from the age of 60.
• Early retirement(vervroegd pensioen): employees get to leave their company’s employ before they reach the statutory retirement age from age 63, provided they have 42 corroborated years in service, or at age 60 after 44 corroborated years in service.

In addition to these options, it is also a good idea for employers to put extra effort into internal job mobility. By allowing employees to change jobs, you motivate them to stay on for longer. In doing so, they still acquire new knowledge and expertise at the end of their careers, which can boost the desire to stay on work longer. Lateral entry (zij-instroom) in other sectors - a popular option being the field of education - or flexi-jobbing are also among the options. The last, perhaps least known option, is dual employership(dubbel werkgeverschap), where employee are permanently employed by two employers. The variation in job content as well as work environment can be an additional motivating factor.

To arrive at the most appropriate and workable solution for both parties, several factors need to be taken into account. This requires a clear and open dialogue between the employer and the employee.