Retirement Options: Putting Human Rights to Work

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Table of Contents

Why Many Employers Made Retirement Mandatory at Age Sixty-five
Why Human Rights Prohibit Mandatory Retirement Age
Flexible Work Arrangements to Accommodate Older Employees
Public Awareness and Negative Stereotypes of Older Employees
Planning for Retirement
Conclusion
References

When formulating labor policies, the organizations and related stakeholders must avoid any form of discrimination and focus on the employees’ ability to perform. Therefore, mandatory retirement age is discriminatory since it amounts to involuntary termination. Canadian companies made a mandatory retirement age at sixty-five for easier personnel management and greater public safety in some companies. However, the ‘Keeping Canada’s Economy and Jobs Growing Act’ was passed in 2012 to protect older workers who wish to remain in the workforce. While Canadian employers kept the retirement age at sixty-five, human rights prohibited the mandatory retirement giving older employees freedom.

Why Many Employers Made Retirement Mandatory at Age Sixty-five

Various organizations in Canada have adopted different internal policies that regulate their daily affairs. Consequently, the companies formulate mandatory age policies to create space for young employees (Gjersøe, 2021). Moreover, unlike the young employees, the old employees need strict supervision since it is believed that their alertness depreciates with age (Wanberg et al., 2020). Therefore, the mandatory retirement age policies lead to easy personnel management within the company (Applewhite, 2019). The employers consider terminating the old employees for their personal safety and the company’s economic stability. Many employers made mandatory retirement age at sixty-five for their companies’ fullfilment of social responsibilities without affecting the profit.

Why Human Rights Prohibit Mandatory Retirement Age

Although employment serves an economic purpose, it is fundamental to the employees’ sense of dignity and self-worth. Mandatory retirement age interferes with a person’s life plans and self-autonomy, amounting to infringement of the right to respect for private life (MacEwen, 2012). Moreover, involuntary termination is an infringement of the economic rights provided under various laws, including the Universal Declaration on Human Rights and the Canadian Human Rights Act (Collins, 2022). Therefore, the ‘Keeping Canada’s Economy and Jobs Growing Act’ prohibited the mandatory age and also the Canada Labour Code ensures older employees are compensated upon involuntary termination.

Flexible Work Arrangements to Accommodate Older Employees

Older employees are of great importance to the companies, and they can be accommodated through various mechanisms. Flextime is a work arrangement that allows the employees to alter the starting or the ending of their workday (MacEwen, 2012). Since the older employees are subjected to mandatory retirement due to health issues and other family emergencies, having flextime within their work schedule allows them to work when convenient (MacEwen, 2012). Job sharing is a great way of relieving the aging employees from the many responsibilities (Applewhite, 2019). Through job sharing, the older employees share their work experiences with other employees. Moreover, employers can take advantage of the advanced technology to accommodate the aging employees (Applewhite, 2019). For instance, virtual workstations can relieve the employees from commuting to the workplace on a daily basis. Flextime, job sharing, and telecommuting are significant in accommodating older employees at the workplace.

Public Awareness and Negative Stereotypes of Older Employees

Discriminatory actions against older people at the workplace exacerbate depression. Consequently, the aged are associated with poor performance at work and are considered a financial burden to the employers. Other people at the workplace develop a negative attitude towards older people. However, public awareness can help counter the negative stereotypes of older employees. Through public education, the employees gain enthusiasm and urge to support the older employees. Moreover, public awareness stimulates self-mobilization and action against discriminatory policies like the mandatory retirement age (Applewhite, 2019). Therefore, public awareness stimulates action against discrimination and allows the employees to support the older people at work.

Planning for Retirement

Retirement is timely relief from the tiresome work and involves significant financial planning. After work, the retired employees may still have responsibilities like taking care of their families. Given its long-term consequences, the employees should start planning for retirement as early as they start working (Collins, 2022). The employees can start saving money through pension schemes like The Canada Pension Plan. The employees can also plan for retirement by investing in businesses that would offer future financial sustainability. Planning for retirement should be started at the beginning of employment and can include investing in businesses or saving through pension schemes.

Conclusion

The mandatory retirement age has been adopted by many employees for economic significance. However, human rights organizations prohibit the mandatory retirement age since it violates a person’s private life. Employers can adopt various mechanisms like flextime, job sharing, and telecommuting to accommodate the aged employees. Meanwhile, public awareness would help companies encumber negative stereotypes of older employees by stimulating action and support for them. Joining pension schemes and investing in a business at the beginning of labor is effective planning for retirement. While human rights, public awareness, and flexible mechanisms help retain older people, they should adopt plan for their retirement.

References

Applewhite, A. (2019). ‘Not done yet – the workplace’. In This chair rocks: A manifesto against ageism. Celadon Books.

Collins, P. M. (2022). Putting Human Rights to Work: Labour Law, the ECHR, and the Employment Relation. Oxford University Press.

Gjersøe, H. M. (2021). Frontline provision of integrated welfare and employment services: Organising for activation competency. International Journal of Social Welfare, 30(3), 280-290.

Legaline.ca (n.d.). Is mandatory retirement legal? Web.

MacEwen, A. (2012). Working after age 65: what is at stake? In Canadian Centre for Policy Alternatives (CCPA). Web.

Wanberg, C. R., Ali, A. A., & Csillag, B. (2020). Job seeking: The process and experience of looking for a job. Annual Review of Organizational Psychology and Organizational Behavior, 7, 315-337. Web.

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