Chapter 9: The Role of Human Resource Practices and Other Factors Influencing the Continuing Work Participation of Older Workers in New Zealand

For many countries, the workforce is aging as a result of the aging population (Bal & Smit, 2012). While workforce aging is a global trend, New Zealand is particularly vulnerable to the impacts of aging on society and the economy. Among OECD countries, New Zealand recorded the second highest employment rate of people aged 55–64 years in 2012 and 2013 and third highest of people aged 65–69 years in 2012 (OECD, 2015). As of June 2014, 22% of workers in New Zealand were aged 55 years or over (Statistics NZ, 2014). The literature is not definitive on who is considered to be an older worker. Some researchers have defined older workers as being employees aged 40 years or over (McGregor & Gray, 2002) or 50 years or over (Ekerdt, DeViney, & Kosloski, 1996), while others have used a restricted definition of employees aged between 50 and 70 years (Greller, 2006). The OECD defines an older worker as an employee aged 55 years and over (OECD, 2015), an approach adopted by New Zealand’s Ministry of Business, Innovation, and Employment (Department of Labour, 2009).