重新设想工作和退休98858威尼斯70570
2023年1月18日
Between 2015 and 2050, the global population of those aged 60 plus will almost double. Increasing numbers of people are living up to 30 years longer than previous generations – and they are looking for a different later life too.
人口结构正在发生巨大变化, and it presents a huge challenge for employers as they seek ways to realign working practices and ‘retirement’ with the new reality of what workforces want.
美世的最新 全球人才趋势 data shows that just 16% of employees - down from 25% just three years ago – intend to stop working completely at retirement age. 高达84%的人预计会继续工作, 在某些情况下,减少工作时间, 逐步退休, 或者只是随机应变. The data reveals that many employees want to stay in work to keep their mental agility, fill their time or maintain a sense of purpose, but it is not all about lifestyle choices: almost two-fifths (38%) are driven by financial concerns.
Indeed, Mercer is working with the World Economic Forum (WEF) to address the issue of financial resilience for our rapidly ageing global population, and it was one of the subjects under discussion at the 2022 WEF summit in Davos.
灵活退休——你准备好了吗?
What’s happening with flexible retirement in Ireland?
Flexibility at work is quickly becoming a staple of modern working life. Flexible employment arrangements are now a key part of supporting workforce wellbeing and engagement, Covid-19大流行凸显了这一点.
Flexibility in how we retire as well as how we work is also becoming an increasingly important issue. Managing retirement needs in a workforce has traditionally been a relatively straightforward exercise: employers knew that employees could remain in the organisation until they reached retirement age, at which point they would leave and draw down their occupational and State pension. For many employees, retirement was an important and long-anticipated goal.
在爱尔兰,这些规范正在发生变化.
- 为员工, being financially able to retire is being put into sharp focus by cost of living considerations and a realisation that pension benefits may not be sufficient to provide an adequate retirement income.
- For employers, it is becoming increasingly more difficult to avoid age discrimination issues – employers cannot enforce contractual retirement ages without a clear objective justification.
- 但也许最重要的是, the government has also indicated that it is moving towards promoting a more flexible retirement environment, recently announcing measures to come into force in 2024 that would give employees the legal right to continue working until the current State pension age of 66, as well as the option to work beyond State pension age and receive a higher State pension.
These factors are all contributing to the growing trend of employees looking to work for longer and to have more flexible retirement arrangements. Employers are having to consider not just how they deal with requests from employees to work for longer but also what implications this might have for staff policies, 员工福利计划, and even how workforces and workplaces might need to be adapted to accommodate this.
为什么做好衰老准备很重要?
Understanding how, or whether, to accommodate older workers in the workplace is vital. We believe that where an employer is properly age-ready, it will be able to:
- Develop and operate a suitable flexible retirement policy
- Ensure that benefit programmes are fit for purpose
- Maximise operational effectiveness and capitalise on the experience provided by older workers
- Increase knowledge-sharing and strengthen collaboration among workers
- Ensure fairness, equity and inclusivity across the workforce, and potentially avoid litigation risks
- Better align the workforce with the future needs of the business
It is also vital that employment benefit programmes are flexible enough to accommodate and be consistent with the employer’s policy.
For example, 在很多情况下, pension and death benefit schemes continue to operate in accordance with a conventional retirement age of 65 which is increasingly out of line with employment practices.
Also, schemes may not be properly optimised to take account of the various options that may be available to employees in relation to accessing or deferring payment of retirement benefits.
Insured benefits are also a significant consideration, for example, is it possible to extend income protection or death benefits to older workers?
There are a number of key questions employers should consider at the outset:
- Do you have many employees who are approaching their existing retirement age in your organisation over the next 5 to 10 years?
- Do you have existing policies on longer working and flexible retirement? 这些政策清楚吗?? Do you have appropriate communication strategies in place?
- Have you analysed the extent to which your benefits packages, particularly your pension plan and risk benefits, might be impacted by your approach to longer working?
- Do you know the extent to which your approach to longer working is aligned with other employers in your sector?
- Have you ever considered how the skills and experiences of older workers could or should be used in your organisation?
- Have you considered the wider workforce planning issues that will arise where you accommodate older employees in the workplace?
梅瑟怎么帮你?
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工作的未来
我们可以帮你确定技能, culture and working methods that your organisation will need in the future, aligning with your strategic direction and using our knowledge of the way in which the world of work is changing. Our assessment tools can identify current workforce skills and any skills gaps that may exist. -
实践与政策
We can help you assess your longer working challenge and identify where you may be exposed to risks. We can analyse your existing programmes to help you update them for a more inclusive future and show how to design and roll out your longer working policy. -
Benefits
Using our expertise in pensions and other employee benefits consulting, 以及我们的行业洞察数据库, we can advise you on the suitability of your benefits arrangements as part of the proposed longer working policy and how they might be optimised. -
通信
Employee engagement will be critical when you are implementing changes to, 或者引入新的, 政策和流程. We can assist with putting together an appropriate communications plan that will help you achieve buy-in to the new policies from all key stakeholders and employees.
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Information about Mercer strategies and solutions is provided for informational purposes only and does not constitute, 不应该被理解为, 出售要约, 或者是要约购买, 任何证券, or an offer, invitation or solicitation of any specific products or the investment management services of Mercer, or an offer or invitation to enter into any portfolio management mandate with Mercer. Mercer网站上没有任何内容.Com应被视为建议. No actions should be taken based on this content without first obtaining professional advice. 美世不作任何陈述, 它不应该被假设, that past investment performance is an indication of future results. Moreover, wherever there is the potential for profit there is also the possibility of loss. Past performance does not guarantee future results. The value of investments can go down as well as up, so you could get back less than you invest.
Mercer reserves the right to suspend or withdraw access to any page(s) included on this Website without notice at any time and accepts no liability if, 出于某种原因, these pages are unavailable at any time or for any period. The solutions, products and services described in these pages are not available in all jurisdictions.