我國中高齡勞工續留職場政策之探討

Abstract

我國人口正逐漸減少與老化，中高齡將成為重要勞動力。然我國勞動力具晚進早退之特徵，又早退現象比起他國更是嚴重，55歲以上之勞動力參與率明顯落後；而根據政府統計資料與文獻回顧可以得知，部分中高齡乃因企業逼退與資遣，而無法穩定續留於主要職場，然我國政策多著重於中高齡失業再就業或是退休後再就業之議題，較少有針對在職中高齡穩定續留職場之政策。\n\n故而本文以此為研究主題，透過文獻回顧與訪談分析，結論與建議如下：\n一、中高齡續留困境：中高齡遭逼退或資遣之因素可歸咎於「企業永續經營之成本考量」，即中高齡之生產效能無法與其薪資水準成正比，而使雇主產生此想法之原因，包含雇主對中高齡之「歧視與偏見」、中高齡之「生心理層面之退化」、「專業技能之缺乏」，及「家庭照料面」議題。其中以專業技能為主要困境；另外，中高齡是否具持續學習之心態亦為重要關鍵因素。\n二、勞資政學對中高齡者與高齡者就業促進專法中第三章穩定就業措施之看法有以下五點：(一)在職訓練補助方案與過往推行之相關計畫相互重疊；(二)職務再設計過度聚焦於就業輔具之提供；(三)繼續僱用補助為治標不治本之方式，且條件過於嚴苛；(四)世代合作方案較為抽象，且中小企業未必具充分資源執行之；(五)年齡歧視需待時間改善。\n三、我國現行政策缺乏之處：我國目前中高齡續留困境之大部分面向皆有相對應之政策方案，然而中高齡卻仍遭資遣與逼退，落入再就業困境，問題癥結點便在於「企業成本考量」未能有效解決，故而參考日韓新之作法，提出以下政策建議：(一)宜先以計畫之方式推行階段性退休方案；(二)搭配繼續僱用補助漸進提升強制退休年齡與勞保、就保之投保年齡上限；(三)將世代合作併入職務再設計；(四)我國宜視改善年資敘薪制度為中長期目標；(五)於各地方政府設立中高齡續航中心；(六)現行法令增修建議。

The population of Taiwan is gradually decreasing and aging, and senior and middle-aged workers has become an important labor force. However, senior and middle-aged workers in Taiwan quit the workplace earlier than other countries. The labor force participation rate over 55 years old is significantly lower than that of others.\n\nAccording to government statistics and literature review, some senior and middle-aged workers are unable to stay in the main workplace steadily due to the forced retirement and dismissal of the company. However, our policies mostly focus on the issue of reemployment or re-employment after retirement for senior and middle-aged workers, and there are fewer policies for them to retain in the workplace.Therefore, this article takes this as the research topic. The conclusions and recommendations are as follows.\nFirst, the factors of forced retirement or severance of senior and middle-aged workers can be attributed to the " Personnel costs". In other words, there is a perceived or actual gap between the cost of employing older workers and their productivity. The reason why employers have this idea include employers’ "age discrimination", and “deterioration of body functions”, "lack of professional skills", and the issues of "family care" of senior and middle-aged workers. Among them, lack of professional skills is the main problem; in addition, whether the middle-aged and the elderly have the mentality of continuous learning is also an important key factor.\nSecond, there are five points in the Chapter 3 Measures for Employment Stability of Middle-aged and Elderly Employment Promotion Act that need to be improved: 1-The subsidy program of vocational trainings overlaps with previous related programs; 2-The program of job accommodation only focuses on providing assistive occupational devices; 3-The subsidy programs that encourage employer continues to employ 65 and above workers only have a short-term effect, and the application conditions are too strict; 4-The program to encourage cooperation between generations is relatively abstract, and SMEs may not have sufficient resources to execute; 5- Age discrimination needs time to improve.\nThird, the lack of current policies in Taiwan is the unresolved problem of personnel costs. Therefore, with reference to the practices of Japan, South Korea, and Singapore, the following policy recommendations are put forward: 1- Implement a phased retirement plan; 2-Gradually increase the mandatory retirement age until 70 with continued employment subsidies; 3- Incorporate generational cooperation into job accommodation; 4-Set the improvement of the seniority-based pay schemes as a long-term goal.; 5- Establish institutions in municipalities to help workers retain stably; 6- Suggestions for amendments to existing laws.