Human capital & corporate risk
Make optimal use of your labour potential. The shortage in the labor market is a hot item. In June 2024, advice and consultancy firm McKinsey states that the labor market shortage is very likely to increase further in the coming years to 1.4 million people by 2030. In particular, in technology, IT and health care & welfare, the existing shortages will increase to 100,000, 105,000 and 245,000 people respectively.
Clear choices will therefore have to be made to make the labor market future-proof. At the same time, employer chairman Ingrid Thijssen sounded the alarm at the beginning of October 2024 in connection with the negotiations on a new early retirement scheme for heavy occupations and the impact this has on the already too tight labor market.
The articles mentioned above indicate the fragmentation of the labor market at the moment. But it even more shows how important it is for older employees to retire as healthy and vital as possible to keep them available on the labor market. We already wrote the article about this topic in June 2024”More older employees in the WIA”.
In addition, we must ensure that older employees, who can and want, are retained from the labor market even after retirement age. Many collective agreements and employment contracts state that a contract ends by operation of law on the day that the employee reaches the state pension age. But as an employer, in consultation with the employee, you also 'simply' have the option to continue the employment contract. Whether or not through a new employment contract.
A number of measures have been taken by the government to make employing or hiring employees of state pension age attractive for both employers and employees. For example, continuing to work provides tax benefits for both parties. In addition, the social security and employment law protection of working AOW employees is severely limited compared to other employees. This offers opportunities for employers.
The big advantage of retaining older employees within the organization is for employers:
For older employees, the most common benefits of working longer hours are:
Employers are therefore well advised to make continuing to work after the state pension age an integral part of strategic HR management. Especially because large groups of employees will pass the state pension age in the next ten years. In this way, as an employer, you can have a timely conversation with employees about their sustainable employability above the state pension limit.
Despite the tightness in the labor market and government measures, the untapped labour potential is still very high. The report “Grey Potential” (ABN AMRO, February 2024) shows that it is estimated that more than 250,000 pensioners would like to work part-time, in addition to the 236,000 pensioners who are already employed. This same report shows that when deciding an employer to hire an AOW employee, familiarity with the employee, special experience and flexibility are the deciding factors. We are very curious about your experiences and vision of continuing to work after the state pension age.
We would like to tell you more about the options available when it comes to continuing to work after retirement age. And how you can integrate this into your strategic HR management. In doing so, you offer added value for both your employee and your organization!
Get in touch with Rene van Uitert or one of our other specialists Human Capital via corporatewellness@krollerboom.nl.
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