Research on the Optimization Path of Labor Relations for Young-Old Re-employment in the Pearl River Delta from a CSR Perspective

Based on projections, during the “14th Five-Year Plan” period, the total population aged 60 and above will exceed 300 million, accounting for more than 20% of the total population, marking entry into the moderate aging stage. Survey data shows that nationwide, 46.7% of elderly people return to the workplace to seek personal and social value, 19% hope to utilize their expertise, and 34.3% seek re-employment to increase income and meet higher consumption demands. As an economically active region, the Pearl River Delta has seen many “young-old” individuals hoping to return to the workplace, with the scale of young-old re-employment continuing to expand. However, frequent labor relation conflicts and urgent need for improvement in rights protection mechanisms persist. This study defines the research subjects as “broadly defined young-old adults (retired groups aged 55 to 69 and above)” and, based on corporate social responsibility theory, employs literature analysis, case studies, and questionnaire survey methods to deeply analyze labor relation problems and optimization paths for young-old re-employment in the Pearl River Delta region. The analysis reveals that young-old adults face significant problems in labor contract signing, social insurance contributions, age-friendly workplace environments, and employment choices. Corporate CSR practice levels are generally low, with obvious deficiencies in career development support, rights protection, and environmental optimization dimensions. Based on problem identification, this study constructs a CSR-oriented labor relations optimization framework featuring government guidance, enterprise leadership, and social coordination, proposing specific measures including establishing specialized regulatory policies, innovating differentiated management models, and improving multi-dimensional guarantee systems. Theoretical analysis indicates that systematic reforms guided by CSR concepts can effectively enhance employment quality for young-old adults and corporate social value, providing feasible pathways for constructing inclusive labor relations.