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The effect of firms' partial retirement policies on the labour market outcomes of their employees

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  • Huber, Martin
  • Lechner, Michael
  • Wunsch, Conny

Abstract

In this paper, we assess the impact of firms introducing part-time work schemes for gradual labour market exit of elderly workers on their employees’ labour market outcomes. The analysis is based on unique linked employer-employee data that combine high-quality survey and administrative data. Our results suggest that partial or gradual retirement options offered by firms are an important tool to alleviate the negative effects of low labour market attachment of elderly workers in ageing societies. When combined with financial incentives to hire unemployed or young jobseekers as replacement, they seem to be particularly beneficial, especially when labour market conditions are difficult. Under such circumstances, they can even have positive spill-over effects on younger workers. Firms should thus be encouraged to offer such schemes.

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Paper provided by C.E.P.R. Discussion Papers in its series CEPR Discussion Papers with number 9574.

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Date of creation: Jul 2013
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Handle: RePEc:cpr:ceprdp:9574

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Keywords: elderly employees; matching; part-time work; treatment effects;

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  1. Alberto Abadie & Guido W. Imbens, 2008. "On the Failure of the Bootstrap for Matching Estimators," Econometrica, Econometric Society, vol. 76(6), pages 1537-1557, November.
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  3. Lechner, Michael & Wunsch, Conny, 2011. "Sensitivity of matching-based program evaluations to the availability of control variables," CEPR Discussion Papers 8294, C.E.P.R. Discussion Papers.
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  20. Robert M. Hutchens & Karen Grace-Martin, 2006. "Employer willingness to permit phased retirement: Why are some more willing than others?," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 59(4), pages 525-546, July.
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  22. Michael Hurd & Kathleen McGarry, 1993. "The Relationship Between Job Characteristics and Retirement," NBER Working Papers 4558, National Bureau of Economic Research, Inc.
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