Few previous studies have investigated how socioeconomic differences in labour market exit have changed after restrictions in social insurance policies. The aim of this register-based study is to investigate how early labour market exit pathways among older men and women with different levels of education changed after major restrictive social insurance and retirement policy reforms in Sweden. Cohort 1 (pre-reform) consisted of individuals who were 60 or 61 years old in 2005 (N = 186,145) and Cohort 2 (post-reform) consisted of individuals who were 60 or 61 years old in 2012 (N = 176,216). Educational differences in four labour market exit pathways were investigated using Cox proportional hazards regression; the exit pathways were disability pension, early old-age pension with and without income respectively, and no income for two consecutive years. As expected, exits through disability pension were rarer in Cohort 2. Lower education was also more strongly associated with disability pension in Cohort 2. Parallel to this, lower education showed a stronger association with both early old-age pension types in Cohort 2. Additionally, a tendency towards a relatively higher likelihood of earning no income was seen among the less educated. Increases in inequalities tended to be greater for women. Our results indicate that educational inequalities in labour market exit have grown significantly after restrictions in social insurance and changes in retirement policies, which can have negative financial repercussions for those already in a vulnerable position. These results indicate that careful analyses of effects on disparities are needed before making major changes in welfare systems.

Compared to the global average, the exit rate of old-aged Iranian labourers is significantly higher than that of middle-aged, raising the hypothesis that social security generosity pulls older workers into early retirement. We used a unique individual dataset of Iran’s Social Security Organization (ISSO), including 267, 000 newly retired in 2016 and 2018, to assess the impact of ISSO’s pension policies on employees’ retirement age. In a counterfactual evaluation design, this study first estimated the implicit tax on work continuation and then applied the Heckman two-stage selection model. The findings show that ISSO’s retirement rules determining the age of exit and benefit eligibilities significantly increase the retirement probability and simultaneously decline the retirement age. Moreover, the implicit tax on work continuation, which reflects ISSO’s benefit formula, has a significant positive effect on retirement probability. The replacement rate also has a significant negative impact on retirement age. The retirement probability in hazardous jobs is higher than in normal ones, while exemptions significantly fall the outflow age of hazardous job holders. To maintain the scheme’s sustainability, reforms have to target an increase in the statutory retirement age, a reduction in the accrual rate, the calculation of reference salary for more extended periods, and the decline of the exemption coefficient for hazardous jobs.

This article increases understanding of university labour processes. The antecedents and characteristics of early retirement schemes implemented by Australian universities between 2010 and 2020 were considered. Twenty-eight schemes were identified across 20 universities. Content analysis of descriptions of the schemes contained in official documents was undertaken. This revealed somewhat common justifications for the schemes, linked to concerns about organisational sustainability/resilience in the face of external threats and the implementation of modernising efforts. Such justifications appeared to be underpinned by similar ageist biases on the part of management. Despite this broad commonality, however, the schemes manifested a multifurcation of possible work-retirement pathways across institutions. Such reorganisation of labour processes, based on ageist representations that potentially place established workers in conflict with others, represents an incongruence between the market-oriented objectives of universities and areas of public policy responding to workforce ageing. It is argued that drawing momentum from emerging conceptions of sustainability and current diversity initiatives such as Athena Swan and Age Friendly Universities it may be possible to sever the link university leadership perceive between the divestment of older workers and the fulfilment of modernising agendas.

We study causal effects of two early retirement reforms. Reform 1 increased normal retirement age stepwise from 60 to 63. Simultaneously, it became possible to use early retirement with benefit discounts. Reform 2 increased the age of early retirement stepwise from 60 to 63. We investigate behavioral responses to the reforms using administrative data and difference-in-differences strategies. We find strong and significant causal effects of both reforms. Individuals postponed retirement, stayed employed longer, postponed unemployment, and shifted to alternative pathways into retirement. The overall use of the retirement system declined by about 1.5 and 2 months per person after each of the two reforms. Individuals with low pension wealth and those who were affected immediately by the reform responded more strongly.

Our study aimed to enhance understanding of memory decline (MD) in old age by evaluating longitudinal effects of personal and national contributing factors. We used data collected by the Survey of Health, Ageing and Retirement in Europe (SHARE) from 12 European countries and Israel. Our sample included 11,930 retirees aged 50+, interviewed at baseline and four years later. MD was evaluated by the change in the number of recalled words from first to second interview. Except for gender, all of our explanatory variables had a significant unique effect on MD – age, education, type of occupation, European geographical region, early retirement, time elapsed from retirement, reason for retirement, active lifestyle, re-employment, health/function status, depressive symptoms, and decline in physical and mental health – over the four years of the study. Our findings indicate that MD can be postponed by national policies such as those which prolong years of education and participation in the workforce, and by social interventions directed to promote active lifestyles in late life, especially in Mediterranean and Eastern European nations.

Previous research finds that members of the working class have a higher risk of early retirement compared to professionals because they are pushed into early retirement. This indicates that not all workers can respond to incentives to extend their working life. Yet, little previous work has been conducted to quantify systematically the extent to which push factors explain why members of the working class have a higher risk of early retirement compared to professionals. Using longitudinal data on Danish workers, the results suggest that members of the working class have an increased risk of early retirement compared to professionals, but poor health, previous spells of unemployment and low job quality mediate a large part of this effect. Among men, the push factors mediate 57 and 86 per cent of the effect of social class on early retirement for skilled manual and unskilled manual workers, respectively. Among women, the push factors mediate 43 and 55 per cent of the effect of social class on early retirement for skilled manual and unskilled manual workers, respectively. Overly physical work demands is the most important mediator, which explains between 23 and 31 per cent of the total effect of belonging to the working class on early retirement. Moreover, the magnitudes of the indirect effects of the push factors depend on the particular pathway into retirement.

Availability of health professionals is fundamental to population health. Multiple trends contribute to provider shortages. Purpose: Develop and validate conceptual models of early and involuntary retirement among registered nurses (RNs) and allied health professionals (AHPs). Method: A review of retirement literature (n = 23 studies). Any factor reported as predictive of early or involuntary retirement was incorporated into a model. To achieve face validity, we conducted interviews with Canadian RNs/AHPs (n = 14). Results: The conceptual model of early retirement had eight categories (38 variables): workplace characteristics, socio-demographics, attitudes/beliefs, broader context, organizational factors, family, lifestyle/health, and work-related. The model of involuntary retirement had four categories (eight variables): broader context, socio-demographics, lifestyle/health, and family. Caregiving responsibilities (variable) was added based on interview data. Discussion: RNs/AHPs consider many factors when contemplating retirement; some are sensitive to intercession, which generates possibilities for extending the work lives of older RNs and AHPs.

This article argues that public opinion on retirement is related to people’s causal beliefs about how labour markets work. Whereas voters do not think that there is an employment trade-off between older and younger workers in some European countries, in others, this is a dominant paradigm. When they believe this trade-off exists, people are more hostile to reforms that lead to longer working lives. The article uses Eurobarometer data to investigate the determinants of this belief – for instance, more people being led to believe in such a trade-off under high levels of labour market regulation. The article then goes on to show that this belief is related to policy preferences about early retirement. Finally, the article illustrates the political consequences of this belief and shows that it affects many policy areas even beyond early retirement.

Research on the correspondence between retirement intentions and subsequent behaviour is scarce. We aimed to explore possible associations between retirement intentions and behaviour, using five-year high-quality quantitative panel data on Norwegian senior workers. Retirement intentions operate at different levels of firmness: (a) considerations; (b) preferences; and (c) decisions. Compared to work continuation considerations, a targeted age for retirement improved predictive power whether the target was preferred or decided, and particularly so if the target (i.e. the preferred or decided age of retirement), corresponded with a normative retirement age. Because more workers are able to state a preferred age of retiring than a decision about when to retire, preferences may be better proxies for retirement behaviour than decisions, when the issue is planning for policies. The correspondence between intentions and behaviour varies primarily by health, education and type of work. Older workers with poor health, and workers with low education, often retire earlier than they prefer. Blue-collar workers often retire earlier than they had decided. These findings illustrate the possible effect of labour market resources, not only for senior workers' labour market participation, but also for their opportunities to work up to the age they prefer or had decided. Even for white-collar workers and those in good health, constraints seem to apply when they wish to retire late.

The association of health and disability factors on the perception of involuntary retirement in Canada was investigated with a multivariate logistic regression analysis of the 2006 Participation and Activity Limitation Survey data. The study investigated the role that choice or control plays in the decision to retire. Study participants were adults, with disabilities, aged 45 to 74 and who retired during the period 2001–2006. The analysis revealed that health at the time of retirement was not significantly associated with the perception of involuntary retirement, whereas disability characteristics were strongly associated with the type of retirement when health and other characteristics were controlled. Further, persons with disabilities who had to permanently retire because of their condition were eight times more likely to retire involuntarily than those whose conditions did not force involuntary retirement, suggesting the importance that control over the retirement decision has on the perception of involuntary retirement.

Debate over fixed-age retirement continues as a steady stream of court cases are launched and appealed. Contrary to some early opinion, Charter provisions apparently do not guarantee an end to mandatory retirement and legal decisions have yet to establish any clear precedent. This paper reviews the legal framework of age discrimination cases, examines current attitudes and practices regarding retirement, and outlines major arguments for and against forced retirement. The contrasting principles of individual justice versus comparative justice are emphasized.

It has been claimed, but not empirically supported, that early retirement leads to longer life. The present investigation addressed this question using data from a 1997 Israeli national household survey of adults aged 60 or more years linked to mortality records from the national death registry, for 2004. The study examined the association between early retirement and seven-year all-cause mortality among the population of older Jewish Israelis who were employed prior to or at baseline (N=2,374). Both the timing of retirement and the reasons for exit from the labour force were considered in the analysis. The initial hazard regression models, adjusted by gender and reason for retirement including poor health, showed that early retirees indeed had lower mortality risk ratios than respondents who had retired ‘on time’. When additional variables were controlled in the final analytic model, however, the association between early retirement and mortality was not supported. Older age, male gender, and having been diagnosed with one or more of five major illnesses were all associated with greater risk for mortality. Medium level education and being employed at baseline were associated with lesser mortality risk. Nevertheless, the timing of retirement, viz. early versus normative exit from the workforce, was not related to survival. In sum, the respondents who had prematurely exited the labour force did not benefit from disproportionately longer lives when compared with the respondents who retired ‘on time’.

Early retirement has become an important labour market trend for workers in professional occupations. General practitioners (GPs), however, are in short supply, and are being encouraged by the government to stay at work beyond the age of 60. In this study, which followed up a questionnaire survey of all general practitioners over 44 working in the Northern Deanery, 21 GPs took part in semi-structured interviews looking at their plans, reasons for, and feelings about, retirement. Interviews were taped, transcribed, and the text coded using themes from the interview schedule and those derived from the data. Findings are reported using a qualitative distinction between ‘happy’ and ‘unhappy’ doctors and on this basis just over two-fifths of those interviewed were ‘unhappy’, all of whom wanted to take early retirement. The major factor influencing these plans to retire was dissatisfaction with their role and none of this group would be persuaded to change their minds by various incentives such as ‘golden handcuffs’. ‘Happy’ doctors who wanted to stay in practice had found ways of accommodating themselves to change and factors outside of work provided no incentive or ‘pull’. This was not the case for ‘happy’ doctors who wanted to leave: they wanted to pursue hobbies and other interests whilst they were young enough to do so. The paper concludes that change is a major factor producing job dissatisfaction among GPs and that future generations of doctors need to be equipped with the means to cope with it, while governments need to consider the merits of stability and continuity.

The context of this paper is the changing nature of later life in the United Kingdom. It examines some of the broader issues of early retirement. While there has been considerable debate about the restructuring of employment during the latter part of the 20th century which led to a shake-out of older workers from the labour force, less attention has been given to those who take voluntary early retirement. Given the importance of early retirement to the economy and to social policy, it is important to find out how individuals make retirement decisions. The paper examines the results of a semi-structured interview study of the decisions made by a purposively drawn sample of British civil servants who are participants in the Whitehall II study. The sample included participants who chose early retirement and those who did not. From the interview data, ideal types of possible routes into retirement have been constructed. Illustrating these ideal types, individual life histories are drawn upon to show how responses to the issues surrounding retirement feature in people's lives. It is argued that decisions about early retirement are not made in a vacuum, neither are they free from pressures or inducements. Some are to do with organisational restructuring, some are about financial offers, and some are influenced by the opportunities for leisure and self-fulfilment that early retirement offers. The paper concludes by arguing that early retirement needs to be studied as a process involving the interplay between structure and agency.

Early retirement from the labour force has become standard practice for most employees in the industrialised world. However, as a result of the rising costs of early-retirement schemes, curbing the outflow of older workers from the labour force has become a central government policy objective. Early-retirement reforms under which benefits are financed on a more actuarially neutral basis are currently being implemented in The Netherlands. At present it is not clear how older workers will react to these policy reforms. In this article we examine the extent to which (Dutch) older workers are inclined to change their retirement intentions in response to new early-retirement arrangements. On the basis of a labour market and a population survey we examine retirement intentions under alternative early-retirement policies. The overall conclusion is that the retirement reform may lead to a substantial delay of the retirement date, but that in practice factors other than financial incentives are powerfully at work. This is also reflected in the long-run early-retirement trend. This trend presents demographers and economists with a puzzle, because while a break can be identified in the time series, it set in before the early-retirement reforms were put into practice.

National (and international) trends in the employment of older workers show a decline in the economic participation of older people, and especially older men, since the 1970s, and general evidence of age discrimination in the workplace. This case study of the British Broadcasting Corporation (BBC) examines statistical patterns in the fortunes of staff aged 50 years and over in a company with good reason to buck the trends. The BBC is a large, publicly-funded, equal opportunities employer endeavouring to reflect a diverse nation in its staff composition. The research is in two parts. First, we carried out a comparison at five-year intervals of the age profile of the Corporation and observed trends in official retirement at age 60 and the employment of staff working beyond retirement age, from 1978 to 1993. Secondly, an age-related analysis of departures, recruitment and part-time working was undertaken for a 12-month period, from 1992 to 1993.

The research revealed the increasing marginalisation of older workers at the BBC. This accelerated during a period of substantial contraction in the latter part of the 15-year study period and led to an age profile far younger than in other public sectors such as Local Government. Pressures to become ‘lean and efficient’ appeared to have been at the expense of older workers, who were unprotected in the workplace.

Older workers are often placed in an unenviable position in the face of stereotypes which define them as increasingly marginal in the work force, and view retirement in terms of status loss and disengagement. Yet voluntary early retirement schemes have been a recent feature of work organisations of all types in Britain, Western Europe and North America. The nature of the decision-making processes of those involved in such schemes has not been widely researched and such studies as have been conducted have not drawn on the existing framework of decision analysis. This paper reports the findings of two linked studies into the early retirement decisions of men working in Britain for a large multinational company in the manufacturing sector. The first investigated the factors deemed to be important for a group of men at the point of decision whilst the second investigated both the factors deemed to be important and the quality of life of a group of men who had taken the decision to retire early between 18 months and 3 years previously. Both studies indicated that the decision-making process is complex and cannot be reduced to single-factors like health or financial status. The most important factor in the quality of life of early retirees was the matching of expectations of further work at the point of decision. The studies illustrated the utility of a decision analysis approach to the study of early retirement.