New Zealand

Judith A. Davey (), Hannah Phillips and Fiona Alpass
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Judith A. Davey: Victoria University of Wellington
Hannah Phillips: Massey University
Fiona Alpass: Massey University

Chapter 27 in Extended Working Life Policies, 2020, pp 351-361 from Springer

Abstract: Abstract New ZealandNew Zealand has high rates of workforceWorkforce participation for people in the 55+ age groupsAge group . These rates have grown rapidly, and growth is expected to continue, especially for women workers. Existing policy settings support extended workforceWorkforce participation. There is a universalUniversal flat rate pensionFlat-rate pension at age 65, which can be received while continuing in paid workWork paid ; flexibleWork flexible workFlexible work arrangements; and legislation againstDiscrimination age age discriminationAge discrimination and compulsory retirement. However, assistance for working carers, education and training forWorker older older workersOlder workers and direct support for employersEmployers are all very limited. There are many calls for a comprehensive approach to the challenges and opportunities of workforceWorkforce ageing in New ZealandNew Zealand , many from government agencies, but comparatively little provides a gender perspectiveGender perspective . Much depends on the extent to which individual employersEmployers recognise the implications of workforce ageing and respond with appropriate policies and practices.

Keywords: New Zealand; Older workers; Policy; Women workers; Workforce ageing (search for similar items in EconPapers)
Date: 2020
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Persistent link: https://EconPapers.repec.org/RePEc:spr:sprchp:978-3-030-40985-2_27

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DOI: 10.1007/978-3-030-40985-2_27

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