The HR meetings of Tuesday, November 8 have acted the need to get out of age categorization.
by Anne Rodier
“Seniors do not exist! There are no seniors in businesses, but an age pyramid to monitor. This is not age, but a series of factors that make ‘We continue to work. “It is in these terms that Annie Jolivet, associate researcher at the Institute of Economic and Social Research (IRES) and at the Center for Study of Employment and Work (CEET), A Introduce the HR meetings of November 8. This monthly HR news meeting, created by Le Monde in partnership with ManpowerGroup and Malakoff Humanis, brought together a dozen HRDs in Paris to debate the place of seniors in the company, with a view to a possible new pension reform.
at the latest assessment of the Ministry of Labor , at the end of December 2021, 56 % of the 55-64 year olds were in employment, and more specifically 75.1 % of the 55-59 year olds. The dropout occurs when approaching 62 years, the legal retirement age: the employment rate drops to 35.5 % for 60-64 year olds and drops to 8.6 % between 65 and 69 year olds . The difference in the employment rate of “seniors” in France and in other European countries where we retire later is always put forward in the debates around the pension reform by the supporters of a postponement of the starting age. But for HRDs, the question of the use of seniors arises in other words: exposure to arduousness, transmission of skills, progressive departures.
To talk about it, “the employer reference is often 45 years. The Ministry of Labor had indicated this age not to set a threshold, but to encourage companies to anticipate retirement and set up a whole series of measures . Today, we can work up to 67 years. But we cannot reasonably consider that the end of career extends from 45 to 67 years! “, Note Annie Jolivet. The Ministry of Labor has set the start of the second part of the European Union at 45 years, the European Union considers that seniors are between 55 and 64 years old, and for health insurance, we are thus qualified from 60 years .
“We do not all have the same representation, recognizes Olivier Ruthardt. For the deputy director general in charge of human resources of Malakoff Humanis, their valuation goes through an inversion of our representations. One of the difficulties is that companies are guided By legal references, but seniors are above all skills, a source of know-how, an adaptability. “
The researcher Annie Jolivet highlights the interest in looking at the recruitment of seniors, as he commonly practiced in other countries. Its purpose is to release the business from age categorization. In France, the labor market has changed a lot: increase in small jobs, flight of fixed -term contracts to recruit … “There are sectors, such as school or real estate, where we have already taken the habit of seeing Recruits late without it posing problems, “she says. Some have been doing it recently, because they are faced with the shortage of candidates.
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