Database of labour market practices
This database gathers practices in the field of employment submitted by European countries for the purposes of mutual learning. These practices have proven to be successful in the country concerned, according to its national administration. The European Commission does not have a position on the policies or measures mentioned in the database.
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Original Title: | Intensjonsavtalen om et mer inkluderende arbeidsliv (IA) (IA-Avtalen) - Mål 3 |
Country: | Norway |
Responsible body: | Ministry of Labour |
Name(s) of other organisations involved (partners / sub-contractors): | Confederation of Norwegian Enterprise (NHO); Enterprise Federation of Norway (HSH); Norwegian Association of Publicly Owned Companies (NAVO); Norwegian Association of Local and Regional Authorities (KS); Confederation of Vocational Unions (YS); Education Union (UHO); Inclusive Workplace Support Centres set up by the Norwegian Labour and Welfare Administration (NAV); Centre for Senior Policy (CSP); 'Vox', the Norwegian Agency for Lifelong Learning |
Start Year of implementation: | 2001 |
End Year of implementation: | Ongoing |
EU policy relevance: | An increasingly common area of concern in Europe is the demographic shift towards an ageing population, which represents a major threat to the sustainability of government-funded services and benefits, particularly pensions. According to Eurostat the projected old-age dependency ratio in 2060 will 52.55% for the EU-27 (calculated before the accession of Croatia), up from 25.92% in 2010. In this context, the EES seeks to encourage greater numbers of older people to re-enter the job market, as well as to extend the working lives of those already in the labour force.
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National labour market context: | Despite the economic crisis, the Norway’s labour market was performing relatively well. In 2010, the general unemployment level was fairly low (3.6%) and there was nearly equal proportion of men and women in the workforce. In comparison to the rest of the continent, Norway’s participation rate of elderly people in the labour market was particularly high. In 2010, around 69% of 55-64 year olds were working in Norway, as opposed to the EU average of 46% for this age group. The Norwegian average retirement age increased from 62.5 to 63.6 in the period between 1998 and 2010. The country had a history of strong cooperation between the government, social partners and large labour market organisations. |
Policy area: | Labour market participation, Work-life balance |
Specific policy or labour market problem being addressed: | The main problem being addressed was the demographic shift towards an ageing population, which placed particularly pressures on government-funded services and benefits, particularly pensions. |
Aims and objectives of the policy or measure: | In 2001, the tripartite deal Inclusive Workplace Agreement (IW-agreement) was signed between the Norwegian government and key social partners (see above). This encouraged a collaborative approach towards a more inclusive labour market. The IW-agreement had three main objectives:
The third objective fits into a wider active ageing approach, as it aims to prolong the working lives of elderly people. The IW-agreement was in force between 2001 and 2004, although it was later renewed for the periods 2006-2009 and 2010-2013. It sets up a framework for ‘senior policy’. One of its particular goals for the period between 2009 and 2013 was to achieve a six-month rise in the average retirement age in Norway. |
Main activities / actions underpinning the policy or measure: | The implementation of the IW-agreement took place at the company level. “IW enterprises” who had signed a cooperation agreement with the Norwegian Labour and Welfare Administration (NAV) received support, resources and advice from 19 Inclusive Workplace Support Centres set up in each of the 19 Norwegian counties and employing around 450 advisers, in exchange of committing to introduce clear policies for the three objectives of the agreement. Each IW enterprise was responsible for designing its own goals. The Centre for Senior Policy (CSP), a tripartite centre of expertise, supported the implementation of the IW-agreement with a broad range of activities.
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Geographical scope of policy or measure: | National |
Target groups: | Older workers and unemployed (aged 50 to 64 years) |
Outputs and outcomes of the policy or measure: | Since 2001, there have been some positive developments in terms of perceptions, the adoption of senior policies and the participation rate of elderly people in the workforce, which can be partly related to the implementation of the IW-Agreement.
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