Ministry of Human and Social Affairs: Delayed retirement has limited impact on employment

Li Zhong, a spokesperson for the Ministry of Human Resources and Social Security, said recently that the current postponement of retirement policy in the research and design process, after research and demonstration, delayed retirement age has limited impact on employment. Experts said that the current average retirement age of Chinese workers is only 54 years old. In the context of demographic changes, delayed retirement is the general trend. In addition, from the international point of view, the current retirement age of men and women has begun to move toward a consistent trend. Most countries implement the same retirement age policy for men and women, and propose to adjust the statutory retirement age to adopt the “female first male” approach.
The current average retirement age is only 54 years old . When the retirement plan was introduced, it has been receiving much attention. According to the previous cadre of the Ministry of Human Resources and Social Security, the program will seek public opinions after the approval of the Central Committee in 2016, and will be revised according to the request for comments, in 2017. Formally launched, the program adopts the method of “small step and slow, gradual in place”, and treats it differently and implements it step by step.
In this regard, Li Zhong, a spokesperson for the Ministry of Human Resources and Social Security, said recently that the current policy will be announced to the public after some necessary procedures in the research and design process. In response to the problem of delaying retirement and occupying jobs, Li Zhong said that the Ministry of Human Resources and Social Security has conducted in-depth analysis and research on the impact of the post-delay retirement policy on employment and social security. The basic conclusion is: delaying retirement age for employment. Limited impact.
Statistics show that in 2012, the absolute number of working-age people in China decreased. At the same time, the labor participation rate has also continued to decline. In the future, China's working-age population will accelerate and decrease. According to the total fertility rate of 1.5, before 2020, the working-age population will decrease relatively slowly, with an average annual reduction of 1.55 million. The reduction will be accelerated in the next period, from 2020 to 2030. The annual average will be reduced by 7.9 million, and the average annual reduction will be 8.35 million from 2030 to 2050.
In addition, the average retirement age of our employees is low, actually only about 54 years old, which is the country with a relatively low average retirement age in the world. It is lower than other countries that have entered an aging society. The average retirement age in Europe and the United States is between 62 and 67 years old, and the retirement age of Mexican men is even 72 years old. Properly delaying retirement is a common choice for the international community.
Li Zhong said that by 2050, the working-age population is expected to fall from about 830 million in 2030 to about 700 million. In the long run, we must focus on the entire human resources development and study how to use labor resources more fully and effectively. From the perspective of employment structure, the pace of economic restructuring is accelerating, industries are constantly transforming and upgrading, and emerging industries are rising. Postponing retirement jobs and future jobs for young people are not a simple addition or subtraction. “For example, after the retirement of manufacturing coal and steel workers, new young people are not going to work in jobs, perhaps in emerging industries represented by the Internet or in modern service industries. From the perspective of industry types, Simple postponement will affect young people's new jobs," Li Zhong said.
Experts believe that regardless of population structure or international practice, delayed retirement is the general trend. For the society, the labor supply has been increased; for the laborers, on the one hand, the time for creating wealth for the society has been increased, and on the other hand, the mechanism for paying more for the pension insurance system will also increase the pension after retirement. It is good for society and for individuals.
Changing the overall convergence of men and women retirement age In view of the current low prevalence of female employees in China, some experts suggest that the progressive retirement pension policy should first adjust the female retirement age.
The current legal retirement age in China is 50 years for female workers, 55 years for female cadres and 60 years for male workers. Female workers retired 10 years earlier than male workers, and female cadres retired five years earlier than male cadres. The Population and Labor Green Paper: China Population and Labor Issues Report issued by the Institute of Population and Labor Economics of the Chinese Academy of Social Sciences suggests that delayed retirement can be divided into two steps: the completion of the pension system in 2017, the abolition of female cadres and The difference in the identity of female workers is that the retirement age for female pension insurance is uniformly set at 55. Beginning in 2018, the female retirement age is delayed by 1 year every 3 years, and the male retirement age is delayed by 1 year every 6 years. By 2045, the retirement age of men and women is 65 years. For the retirement age reform program for residential pension insurance, the report recommends that the retirement age for resident pension insurance be delayed by one year from 3 years starting in 2033 until completion in 2045.
“In terms of the retirement age of men and women, in general, most countries implement the same retirement age policy for men and women.” Mo Rong, director of the International Labor and Social Security Institute of the Ministry of Human Resources and Social Security, said that the legal retirement age for men and women is the same in 170 countries and regions around the world. There are 111 in total, accounting for 65.3%, and there are 59 different legal retirement ages for men and women, accounting for 34.7%. From the trend point of view, the retirement age of foreign men and women generally shows the trend of convergence with the same. When many countries began to establish an old-age security system, the retirement ages of men and women were the same, and then the female retirement age was lowered. At present, the retirement age of men and women has begun to show a trend of convergence.
Mo Rong said that the explanation for this trend is that in the early stage of the establishment of the pension insurance system, the retirement age of men and women is generally the same, mainly because women are engaged in housework or informal employment, and the proportion of formal employment is low. The proportion of pensions is also low, so there is no need to think too much about the differences between men and women and set different retirement ages. However, with the development of the economy and industry, more women have left the family and moved to formal jobs. The physiological differences between men and women have emerged, and it is necessary to take care of women. Therefore, the retirement age of women has been lowered. However, with the transformation and upgrading of the industrial structure in recent years, the length of education has been extended, the employment structure has changed, the number of people engaged in manual labor has decreased, the population and family structure have changed, and the influence of individual differences between men and women on the employment age has become smaller. Going in line.
Zheng Gongcheng, a professor at Renmin University of China, believes that the policy orientation of “female first men” is to start with women who retire from a young age, while men and women who retire at the age of 60 are not delayed, and the scope involved is not all workers. It is conducive to narrowing the excessive retirement age gap between different groups, and can reduce the overall impact of delayed retirement on jobs at this stage.
Delayed retirement of the program should formulate supporting measures. For the implementation of the delayed retirement policy, we should not adopt the “single soldier rush” approach. We should consider the issue from a more comprehensive and detailed perspective. It needs to be related to the top-level design of the pension insurance, labor and employment policies, etc. The reform has been promoted simultaneously.
“Deferred retirement is a systematic project. It needs to be closely linked with the top-level design of pension insurance, labor and employment policies, etc., and strive to achieve simultaneous reforms, so that the reforms that delay retirement can be steadily advanced and achieve the desired goals.” Central University of Finance and Social Security Research The director of the center, Fufuling, told the reporter of the Economic Information Daily that, first of all, delaying the retirement reform should be carried out in line with the reform of the pension insurance treatment and adjustment methods, to prevent the problem of “upside down” pensions, and to form overpayments and long-term A multi-payment mechanism to encourage delayed retirement. In response to concerns that some people may delay the retirement of employment and put pressure on employment, they can alleviate the relationship between delayed retirement and employment by developing the economy, adjusting the industrial structure, developing new industries, creating new formats, and strengthening overseas cooperation. Contradictions and full employment.
However, it needs to be acknowledged that delayed retirement has an impact on the employment of older workers, especially older workers with a single skill. Therefore, the implementation of the delayed retirement policy requires the development of corresponding supporting policy measures. Mo Rong suggested that different laborers have different resource endowments (such as educational background, vocational skills, etc.) and face different personal situations such as family and marriage (such as physical health). Therefore, there are important differences in the employability of the elderly. For example, in the United States, about a quarter of the older workers in their sixties are unable to continue working because of disability or worsening health conditions. Therefore, on the one hand, it is necessary to strengthen employment training and labor protection for the elderly (reducing discrimination). On the other hand, it is necessary to have relevant social welfare protection policies for unemployed elderly people (some countries have early retirement policies for the elderly unemployed).

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