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In most OECD member countries labour force attachment, has increased in recent years not only in the age groups 60-64 years but also among people 65 years and older. Focus in this paper is on the trend in older workers' labour force participation in Denmark, Germany and Sweden since 2004. Main emphasis is given to people aged 65-69 years eligible for social security retirement programs from age 65. The gender aspect is included to accommodate different trends for women and men. To explain country differences in trends, the importance of changes in retirement policies of relevance for this age group and cohort relevant changes in education and health is examined and discussed. Further, country differences in the impact from education and health is examined. Results show that the largest increase in labour force participation among people aged 65-69 years has taken place in Sweden following by Germany, while the increase in Denmark is rather small. While the increase in Germany mainly seems to be a result of policy reforms, the increase in Sweden appear to be a result of a combination of policy changes and an increasing educational level. Financial incentives seem most important in Germany and only of minor importance in Denmark, where policy changes directed towards individuals above the age of 65 appear to have been too small so far to affect retirement behaviour significantly. ; In den meisten OECD-Mitgliedsländern ist in den letzten Jahren nicht nur die Beschäftigung in der Altersgruppe der 60-64-jährigen, sondern auch bei Personen ab 65 Jahren gestiegen. Dieser Artikel analysiert die Arbeitsmarktbeteiligung Älterer in Dänemark, Deutschland und Schweden seit 2004. Das Hauptaugenmerkt liegt dabei auf Menschen in der Altersgruppe der 65 bis 69-jährigen. Geschlechtsspezifische Unterschiede werden berücksichtigt, um unterschiedliche Entwicklungen für Frauen und Männer erfassen zu können. Um länderspezifische Unterschiede erklären zu können, werden wichtige Veränderungen in den Rentenprogrammen, die für diese Altersgruppe relevant sind, sowie Änderungen im Bildungsniveau und Gesundheitszustand dieser Alterskohorte untersucht und diskutiert. Weiterhin werden länderspezifische Unterschiede beim Einfluss von Bildung und Gesundheit untersucht. Die Ergebnisse zeigen, dass die größte Steigerung der Arbeitsmarktteilnahme unter den 65 bis 69-jährigen in Schweden stattgefunden hat, gefolgt von Deutschland, während die Steigerung in Dänemark eher gering ausfällt. Während der Anstieg in Deutschland vor allem ein Ergebnis politischer Reformen zu sein scheint, ist der Anstieg in Schweden auf eine Kombination aus politischen Reformen und einem gestiegenen Bildungsniveau zurückzuführen. Finanzielle Anreize scheinen in Deutschland den größten Einfluss gehabt zu haben. Demgegenüber waren die Rentenänderungen für über 65-jährige in Dänemark zu gering, um deren Arbeitsmarktbeteiligung signifikant zu beeinflussen.

We investigate the effect of an acute health shock on retirement among elderly male workers in Denmark, 1991–1999, and in particular whether various welfare state programs and institutions impinge on the retirement effect. The results show that an acute health event increases the retirement chances of elderly male workers by 8%, and that this increase in the baseline retirement probability is not affected by eligibility to early exit programs and persists even after accounting for selection due to take-up of disability pension. Neither is it affected by the relatively long duration of sickness benefits in Denmark nor by the promotion of corporate social responsibility initiatives since the mid-1990s. In the late 1990s, however, the retirement rate following a health shock is reduced to 3% with the introduction of the subsidized employment program (fleksjob) but this effect is on the margin of being significant. For the most part, the retirement effect following a health shock seems to be immune to the availability of a multitude of government programs for older workers in Denmark.

Abstract We evaluate the potential of wage subsidy programs for reducing non-employment of the disabled by exploiting a reform of the Danish Flexjob scheme targeted towards employing the long-term (partially) disabled. Firms received a salary reimbursement for all employees granted a Flexjob. We examine whether a change from full to partial reimbursement to governmental units affected the share of Flexjobs allocated to retained (insiders) versus non-employed hirees (outsiders). After the reform, the composition of hires changed substantially in favor of insiders, both in absolute and relative terms. A reduction in subsidies thus leads to a decrease in the hiring of the non-employed disabled. JEL Codes: I38, J14, C21

We evaluate the potential of wage subsidy programs for reducing non-employment of the disabled by exploiting a reform of the Danish Flexjob scheme targeted towards employing the long-term (partially) disabled. Firms received a salary reimbursement for all employees granted a Flexjob. We examine whether a change from full to partial reimbursement to governmental units affected the share of Flexjobs allocated to retained (insiders) versus non-employed hirees (outsiders). After the reform, the composition of hires changed substantially in favor of insiders, both in absolute and relative terms. A reduction in subsidies thus leads to a decrease in the hiring of the non-employed disabled.

Kvinder tjener i gennemsnit mindre pr. time end mænd. I den offentlige sektor er forskellen 12 pct.Denne artikels formål er at belyse, hvorfor der er denne forskel, og at skitsere og diskutere Lønstrukturkomiteens bud på mulige løsninger på fastlåst lønstruktur i den offentlige sektor. Resultaterne viser, at lønforskellen mellem de to køn hænger markantsammen med det kønsopdelte, offentlige arbejdsmarked: Fag med mange kvinder aflønnes lavere end fag med mange mænd. Lav løn i kvindefag rammer både kvinder og mænd, hvorfor lønforskellen snarere handler om aflønning af fag end om aflønningaf køn. Kvindedominerede fag ser ud til at få et lavere afkast af ledelse, erfaring og uddannelse end andre fag. Lønstrukturkomiteen foreslår at forandre en fastlåst lønstruktur mellem personalegrupper ved at justere det offentlige forhandlingssystem, så deti højere grad tilgodeser de forandrede behov i velfærdssamfundet, som skabes over tid – en opgave, der skal løses af arbejdsmarkedets parter.

Abstract
We evaluate the potential of wage subsidy programs for reducing non-employment of the disabled by exploiting a reform of the Danish Flexjob scheme targeted towards employing the long-term (partially) disabled. Firms received a salary reimbursement for all employees granted a Flexjob. We examine whether a change from full to partial reimbursement to governmental units affected the share of Flexjobs allocated to retained (insiders) versus non-employed hirees (outsiders). After the reform, the composition of hires changed substantially in favor of insiders, both in absolute and relative terms. A reduction in subsidies thus leads to a decrease in the hiring of the non-employed disabled.

JEL Codes: I38, J14, C21

We evaluate the potential of wage subsidy programs for reducing non-employment of the disabled by exploiting a reform of the Danish Flexjob scheme targeted towards employing the long-term (partially) disabled. Firms received a salary reimbursement for all employees granted a Flexjob. We examine whether a change from full to partial reimbursement to governmental units affected the share of Flexjobs allocated to retained (insiders) versus non-employed hirees (outsiders). After the reform, the composition of hires changed substantially in favor of insiders, both in absolute and relative terms. A reduction in subsidies thus leads to a decrease in the hiring of the non-employed disabled.