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Les parcours de fin de carrière des générations 1912-1941 : l'impact du cadre institutionnel

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  • Carine Burrican
  • Nicole Roth

Abstract

[spa] Los fines de carrera de los asalariados del sector privado y de las empresas nacionales desde el principio de los años setenta han sido supeditados al contexto económico y a la evolución de la reglamentación de las prejubilaciones. Entre las pautas del mercado laboral y la de la edad mínima de liquidación de la jubilación, las salidas precoces de actividad se han orientado cada vez más hacia el paro, la prejubilación o la inactividad. Las generaciones de 1912-1916, y sobre todo las de 1917-1921 se han beneficiado de los dispositivos de garantía de recursos entre los 60 y los 65 años. Al bajar la edad legal de jubilación a los sesenta años en 1983, las salidas anticipadas de actividad para las generaciones nacidas en 1922 o después, se han desplazado entre los 55 y 59 años. La generación 1927-1931 ha sido la que más se ha beneficiado de los dispositivos de prejubilación establecidos en los ochenta (contratos de solidaridad, ASFNE). Para las generaciones de 1922 a 1936, los determinantes individuales relativos al empleo ocupado son primordiales. La industria se opone a otros sectores de actividad, al recurrir más a las prejubilaciones. El sector terciario se caracteriza por unos fines de carrera con más frecuencia en situación de empleo. El sector de construcción por unos periodos de paro o de invalidez antes de la jubilación. Las mujeres han terminado con más frecuencia que los hombres su carrera profesional por un periodo de inactividad o de invalidez, y más aún en el caso de un empleo a tiempo parcial. [fre] Les fins de carrière des salariés du secteur privé et des entreprises nationales depuis le début des années 70 ont été tributaires du contexte économique et de l’évolution de la réglementation des préretraites. Entre les contraintes liées au marché du travail et celles portant sur l’âge minimal de liquidation de la retraite, les sorties précoces d’activité ont progressé vers le chômage, la préretraite ou l’inactivité. Les générations 1912-1916 et surtout 1917-1921 ont bénéficié des dispositifs de garantie de ressources entre 60 et 65 ans. Du fait de l’abaissement de l’âge légal de la retraite à 60 ans en 1983, les sorties anticipées d’activité pour les générations nées en 1922 ou après se sont déplacées entre 55 et 59 ans. La génération 1927-1931 a ainsi été la plus concernée par les dispositifs de préretraite mis en place au cours des années 80 (contrats de solidarité, ASFNE). Pour les générations 1922 à 1936, les déterminants individuels relatifs à l’emploi occupé apparaissent primordiaux. L’industrie s’oppose aux autres secteurs d’activité avec un recours plus fort aux préretraites. Le secteur tertiaire se caractérise par des fins de carrière plus fréquentes en emploi, le secteur de la construction plutôt par des passages par le chômage ou l’invalidité avant la retraite. Les femmes ont eu un risque beaucoup plus fort de terminer leur carrière professionnelle par une période d’inactivité ou d’invalidité que les hommes, surtout quand elles avaient un emploi à temps partiel. [eng] The career ends of employees in the private sector and publicly owned enterprises have been dependent on the economic situation and the development of early retirement regulation since the beginning of the 1970s. With labour-market-related constraints and the minimum age for receiving a pension, early departures from work have moved towards unemployment, early retirement and leaving the labour force. The 1912-1916 and especially the 1917-1921 generations were assisted by mechanisms that guaranteed resources from the age of 60 to 65. The drop in the legal retirement age to 60 years old in 1983 dropped early departures from work down to between 55 and 59 years old for the generations born in 1922 and after. The 1927-1931 generation was therefore the most concerned by the early retirement mechanisms set up in the 1980s (job creation agreements and the special national employment fund benefit). . Individual employment determinants are vital to the 1922-1936 generations. Industry stands out from the other activity sectors with a greater use of early retirement. The service sector has more frequent ends of careers in employment. The construction sector shows more periods of unemployment and disability before retirement. Women stand a much greater chance of ending their professional career with a period of disability or being out of the labour force than the men, especially when they have a part-time job. [ger] Das Ende der Berufslaufbahn der Arbeitnehmer des Privatsektors und der staatlichen Unternehmen hängt seit Anfang der 70er Jahre vom wirtschaftlichen Umfeld und von der Entwicklung der Vorruhestandsregelungen ab. Aufgrund der Zwänge des Arbeitsmarkts und der Bestimmungen über das Mindestalter für den Bezug des Ruhegehalts führt das frühzeitige Ausscheiden aus dem Erwerbsleben zur Arbeitslosigkeit, zum Vorruhestand oder zur Erwerbslosigkeit. Den Generationen von 1912-1916 und insbesondere von 1917-1921 wurden Ruhegehälter ab dem Alter zwischen 60 und 65 Jahren gezahlt. Da 1983 das gesetzliche Rentenalter auf 60 Jahre herabgesetzt wurde, erfolgt das frühzeitige Ausscheiden aus dem Erwerbsleben der 1922 und danach geborenen Generationen im Alter zwischen 55 und 59 Jahren. Somit profitierte die Generation von 1927-1931 am meisten von der in den 80er Jahren eingeführten Vorruhestandsregelung (Solidaritätsverträge, Sonderzuwendungen aus dem nationalen Beschäftigungsfonds). . Für die Generationen von 1922 bis 1936 sind die individuellen Determinanten in bezug auf die Erwerbstätigkeit besonders wichtig. Im Vergleich zu den anderen Tätigkeitssektoren greift die Industrie am meisten auf die Vorruhestandsregelung zurück. Im tertiaren Sektor folgt das Laufbahnende häufiger unmittelbar auf die Erwerbstätigkeit, während im Baugewerbe dem Ruhestand eher eine Zeit der Arbeitslosigkeit oder der Erwerbsunfähigkeit vorausgeht. Bei Frauen ist die Wahrscheinlichkeit größer als bei Männern, daß sie ihre Berufslaufbahn durch eine Zeit der Erwerbslosigkeit oder der Erwerbsunfähigkeit beenden, insbesondere wenn sie einer Teilzeitbeschäftigung nachgingen.

Suggested Citation

  • Carine Burrican & Nicole Roth, 2000. "Les parcours de fin de carrière des générations 1912-1941 : l'impact du cadre institutionnel," Économie et Statistique, Programme National Persée, vol. 335(1), pages 63-79.
  • Handle: RePEc:prs:ecstat:estat_0336-1454_2000_num_335_1_7521
    DOI: 10.3406/estat.2000.7521
    Note: DOI:10.3406/estat.2000.7521
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    References listed on IDEAS

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    1. Blau, David M. & Riphahn, Regina T., 1999. "Labor force transitions of older married couples in Germany," Labour Economics, Elsevier, vol. 6(2), pages 229-252, June.
    2. Sveinbjörn Blöndal & Stefano Scarpetta, 1999. "The Retirement Decision in OECD Countries," OECD Economics Department Working Papers 202, OECD Publishing.
    3. Laurent Caussat, 1996. "Retraite et correction des aléas de carrière," Économie et Statistique, Programme National Persée, vol. 291(1), pages 185-201.
    4. Jean-Luc Heller, 1986. "La retraite anticipée : choix ou contrainte ?," Économie et Statistique, Programme National Persée, vol. 193(1), pages 97-109.
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    1. Catherine Pollak & Nicolas Sirven, 2011. "The social economy of ageing : Job quality and pathways beyond the labour market in Europe," Post-Print halshs-00639928, HAL.
    2. Karine Briard & Cindy Duc & Najat El Mekkaoui de Freitas & Bérangère Legendre & Sabine Mage, 2011. "Career Interruptions: how do they impact pension rights?," Post-Print hal-00951830, HAL.
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