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As populations age and pension ages rise, there is a growing interest in the ability of workers to extend working life. In response to a call for a more robust dialogue on the heterogeneity of the older workforce, this article explores the interplay between different employment barriers faced by one group facing significant employment barriers: older migrants. Older Chinese migrants in the United Kingdom face multiple barriers to work resulting from age, ethnicity and the intersectionality of such barriers which creates a unique set of barriers to continued work. Community activism can play an important role in supporting older constituents, particularly in matching the skills which they have to offer with the needs within and beyond the migrant community. In this study, we use Participatory Action Research to explore with older Chinese migrants the barriers they face in the job market and how community activism can empower them in maintaining employment. As government seeks to raise real retirement ages, more research is needed on its implications for vulnerable groups of older people including migrants.

This article explores whether comparative institutionalism can be used to identify path-dependent approaches to the management of ageing workforces in the United Kingdom (UK) and Hong Kong Special Administrative Region (HKSAR), and considers whether and how the global phenomenon of population ageing is leading to a convergence of approaches between Western and Eastern economies. Using semi-structured expert interviews, the article discusses these countries' approaches to employment regulation, welfare provision and public sector employment. The findings show that the two economies exhibit a converging trend: namely shifting responsibilities for extended longevity from the state and employer towards the individual worker. However, stakeholder pressure (especially from trade unions) has tempered this trend in the UK more than in HKSAR. This indicates that stakeholders' relative ability to use their agency in setting and pursuing agendas that diverge from public policy paths influences not only national-level policy-making but also organisational-level HRM.

The aim of this study is to investigate the correlates of self-reported health (SRH)among older adults in Malaysia and Singapore. The study uses data collected in the Global Ageing Study (GLAS) 2007, one of the largest surveys of its kind, specially designed to investigate attitudes towards later life, ageing and retirement. Data were collected from 1002 and 1004 respondents from Malaysia and Singapore respectively. The study found that Singaporeans report a healthier life than Malaysians. The two countries have consistent results with regard to the influences of selected covariates on individual health. Poorer health is more prevalent among people with lower education, among those widowed, divorced or separated, and those working in blue-collar occupations. Although social support is found to be an important determinant of SRH, the effects are partially confounded with other covariates. These findings enhance our knowledge about the health status of older people, and in turn will be useful for governments to ensure effective policy making.

AbstractIn 2017, European-level unions and business associations agreed a framework for national and workplace level employers and union representatives to take collaborative action to design workforce responses to demographic ageing. This article discusses how unions are responding to pressures to extend working life in the UK. Drawing on industrial relations and social movement literature, it argues that unions pursue the twin strategies of working in partnership with like-minded employers to reorient workplaces towards an age friendly model while organizing and campaigning with members to secure conditions consistent with active and healthy ageing. Resisting an erosion of pension and retirement rights and extending employment protection are examples of this approach, but numerous lower profile initiatives by workplace representatives are also reflective of their having an age friendly agenda. Using qualitative data from focus group discussions with union representatives in two sectors, the article shows that union responses are rooted in both of the dominant models of British unionism—the organizing and partnership models—and argues that literature on social movements helps to understand how union representatives reconcile the competing pressures.

Many governments world-wide are promoting longer working life due to the social and economic repercussions of demographic change. However, not all workers are equally able to extend their employment careers. Thus, while national policies raise the overall level of labour market participation, they might create new social and labour market inequalities. This paper explores how institutional differences in the United Kingdom, Germany and Japan affect individual retirement decisions on the aggregate level, and variations in individuals' degree of choice within and across countries. We investigate which groups of workers are disproportionately at risk of being 'pushed' out of employment, and how such inequalities have changed over time. We use comparable national longitudinal survey datasets focusing on the older population in England, Germany and Japan. Results point to cross-national differences in retirement transitions. Retirement transitions in Germany have occurred at an earlier age than in England and Japan. In Japan, the incidence of involuntary retirement is the lowest, reflecting an institutional context prescribing that employers provide employment until pension age, while Germany and England display substantial proportions of involuntary exits triggered by organisational-level redundancies, persistent early retirement plans or individual ill-health.

We pursue a comparative analysis of employers' age management practices in Britain and Germany, asking how valid 'convergence' and 'Varieties of Capitalism' theories are. After rejecting the convergence verdict, we proceed to ask how far 'path dependence' helps explain inter-country differences. Through 19 interviews with British and German experts, we find that firms have reacted in different ways to promptings from the EU and the two states. Change has been modest and a rhetoric-reality gap exists in firms as they seek to hedge. We point to continuities in German institutional methods of developing new initiatives, and the emerging role of British NGOs in helping firms and the state develop new options. We argue that 'path dependence' offers insight into the national comparison, but also advance the idea of national modes of firm option-exploration as an important way of conceptualizing the processes involved.

This review has been commissioned as part of the UK Government's Foresight Future of Manufacturing Project. This paper discusses the manufacturing sector's preparedness for changing age demographics. Over the next forty years, the number of people over traditional retirement age will grow rapidly, while those of traditional working age will shrink. For most people, extended lifespan will not mean extended "old age", but rather more time spent in good health, and greater disposable time and income than they had earlier in life. While longer lives are a cause to celebrate, they also create a range of economic, cultural and political challenges, especially the need to improve the economic "dependency ratio", by extending working life for many, or all, people. For the manufacturing sector, there are two major challenges. If it fails to develop more effective strategies for using older workers, it will find itself faced with increasingly severe labour shortages. If it fails to understand the needs and aspirations of a growing older population it will lose an increasing proportion of its markets to competitors. Both are avoidable, and the UK has some distinctive strengths in this emerging world. There are also some signs that manufacturers are responding, but probably not yet with sufficient priority or urgency.

Purpose– The purpose of this paper is to use the theoretical and empirical pension literatures to question whether employers are likely to gain any competitive advantage from degrading or eliminating their employees' defined benefit (DB) pensions.Design/methodology/approach– Critical literature review, bringing together and synthesizing the industrial relations, economics, social policy, and applied pensions literature.Findings– DB pension plans do deliver a number of potential performance benefits, most notably a decrease in turnover and establishment of longer-term employment relationships. However, benefits are more pronounced in some conditions than others, which are identified.Research limitations/implications– Most of the analysis of pension effects to date focuses primarily on DB plans. Yet, these are declining in significance. In the years ahead, more attention needs to be paid to the potential consequences of defined contribution plans and other types of pension.Practical implications– In re-evaluating DB pensions, firms have tended to focus on savings made through cost cutting. Yet, this approach tends to view a firm's people as an expense rather a potential asset. Attempts to abandon, modify, or otherwise reduce such schemes has the potential to save money in the short term, but the negative long-term consequences may be considerable, even if they are not yet obvious.Originality/value– This paper is topical in that it consolidates existing research evidence from a number of different bodies of literature to make a case for the retention of DB pension plans, when, in many contexts, they are being scaled back or discarded. It raises a number of important issues for reflection by practitioners, and highlights key agendas for future scholarly research.