Egen pensjonskonto innføres fra 1. januar 2021. Dette innebærer at alle ansatte i bedrifter med innskuddspensjon automatisk får samlet pensjonskapitalbevis fra tidligere arbeidsforhold på sin «egen pensjonskonto» i bedriftens innskuddspensjonsordning.

Many older Americans need to work longer in order to achieve a secure retirement. The question is whether employers will hire and retain them. This paper reports on a 2019 survey of employer perceptions of the productivity, costs, and net value of their older workers relative to their younger ones. This survey replicates a similar 2006 effort, so it also allows a comparison of employer perceptions over a period when technology has evolved and the older workforce has grown.

Notat skrevet av Jon M. Hippe og Axel West Pedersen.

I dette notatet beskrives de viktigste endringene i det samlede pensjonssystemet og konfliktlinjene i norsk pensjonspolitikk. På denne bakgrunn drøftes sentrale utfordringer i pensjonspolitikken ved inngangen til 2020-tallet.

This paper, authored by Tove Midtsundstad and Anne Inga Hilsen, is part of the topic ‘Engagement – including the elderly’s participation in work and working life’, which is part of the programme ‘Demographic Change, Equality and Wellbeing’, initiated by Joint Programming Initiative ‘More Years – Better Lives’ (JPI MYBL).

Knut Dyre Haug

01.11.2017 gikk startskuddet for en kraftig forbedret spareordning for privat sparing til pensjon. Etter to hektiske måneder var 64.000 nye kontrakter inngått med 1.5 milliarder NOK i innskudd i Norge ifølge statistikk fra Finans Norge.

The aging of the workforce and the trend towards longer working lives has substantial implications, not only for employees, but also for employers. The aim of this study is to quantitatively investigate the extent to which employers have implemented human resource (HR) practices aimed at facilitating longer working lives.

Social norms about the timing of retirement and stereotypes about qualities of younger and older workers are pervasive, but it is unclear how they relate to employers’ ageist preferences.