Working Conditions and Health Among Italian Ageing Workers

In many European countries requirements for retirement have been tightened, causing an increase in work participation of older workers, in spite their potentially poorer health may limit their work ability. This study aimed at assessing the diffusion of health problems and exposure to unfavorable working conditions among ageing workers in two Italian surveys, as well as comparing them with those observed in the same surveys conducted before the 2011 Italian pension reform tightening the normal retirement age. The 2013 National Health Survey (NHS) and Labour Force Survey (LFS) were employed to assess the prevalence of poor perceived health, health conditions and functional limitations, and of exposure to physical, psychosocial and organization factors at work, among 60–64 years workers. Poisson regression models were used to estimate Prevalence Ratios of health outcomes and unfavorable working conditions in the two surveys, compared to data from the 2005 (NHS) and 2007 (LFS) corresponding surveys, respectively. Among both men and women, approximately one quarter had at least one physical disorder or functional limitations and 15% poor mental health. Exposure to different ergonomic factors (15–30%) and working during unsocial hours (19%) were particularly diffused. A significant increase in the prevalence of functional limitations and of working at night or during unsocial hours was found in 2013, compared to corresponding data from 2005 and 2007, respectively. Our results indicate that exposure to ergonomic and organizational hazards should be reduced among ageing workers, to avoid decreased work ability, health damage or early exit from the labour market.

Contexts of sedentary time and physical activity among ageing workers and recent retirees: cross-sectional GPS and accelerometer study

ObjectivesWe examined sedentary time and physical activity in different contexts among ageing workers, between their workdays and days off, and recent retirees, between their weekdays and weekend days.DesignCross-sectional study.SettingFinnish Retirement and Aging study and Enhancing physical activity and healthy ageing among recent retirees—Randomised controlled in-home physical activity trial.Participants137 workers (544 measurement days) and 53 retirees (323 days), who provided data for at least 1 workday/weekday and 1 day off/weekend day.Primary and secondary outcome measuresPhysical activity behaviour was measured with a combined Global Positioning System and accelerometer device (SenseDoc V.2.0), providing information on sedentary time, light physical activity and moderate-to-vigorous physical activity (MVPA) by locations (home or non-home) and trips (active travel, ie, speed <20 km/hour and passive travel, ie, speed ≥20 km/hour).ResultsWorkers accumulated more sedentary time and physical activity at non-home locations than at home on workdays, while the opposite was confirmed for days off (p<0.01). Workers accrued more MVPA on days off than on workdays (34 vs 28 min, p<0.05), of which 9 min on workdays and 14 min on days off was accrued during active travel. Retirees’ physical activity behaviour did not differ between weekdays and weekend days (p>0.05). Regardless of the day, retirees accumulated 33 min of daily MVPA, of which 14 min was accrued during active travel.ConclusionsWorkers accumulated more MVPA on days off than on workdays, and their activity behaviour varied between workdays and days off at different locations. Our results showed that a large proportion of the MVPA was accumulated during travel at slower speeds, which suggests that active travel could be a feasible way to increase MVPA among older adults.Trial registration numberNCT03320746.

Work Ability of Thai Ageing Workers in Southern Thailand: A Comparison of Formal and Informal Sectors

Background Thai society has been moving towards an ageing society. The independent elderly persons needed to continue decent work after retirement. This study analyses the association of work ability, individual and work-related factors with Work Ability Index (WAI) of the formal and informal sectors in a southern Thailand community. Methods This cross-sectional study with multi-stage sampling employs in 324 Thai elderly workers, aged between 45 and 70, working in Nakhon Si Thammarat province. Data collection of socio-demographic status, health history, work-related factors questionnaires were done with anthropometric data and WAI instrument between March and September 2019. The descriptive and logistic regression analysis were used for the association analysis. Results Participants were predominantly general labour (23.8%), female (70.7%). Smoking and alcohol consumption was more than 70% and obesity was more than 60%. Nearly half of them were NCDs patient (48.2%). Total average WAI at 40.6 (S.D. = 4.6) and 37.5 (S.D. = 5.0) for formal and informal sectors, respectively. Nearly Fifty-two per cent (51.9%) of the participants had received sometimes occupational health services and frequently accessed to health promotion 78.1%. There was no association of work sector and WAI. The workers of age 55 years and above (OR = 1.45; 95% CI [1.21, 1.74]), the presence of NCDs (OR = 2.85; 95% CI [1.69, 4.80]), and unsafe working practice (OR = 2.11; 95% CI [1.26, 3.55]) have a higher risk of low to moderate WAI. Conclusions The age group, presence of NCDs and safety practices, associated with work ability of the Thai’s ageing workers. It suggested that promoting healthy behaviour and work environment may be an important strategy to improve ageing worker’s work ability and health. The ageing health services should cooperate with occupational health programmes in order to improve work ability and productivity of ageing workers for life-long working.

Challenges and practices in promoting (ageing) employees working career in the health care sector – case studies from Germany, Finland and the UK

Background The health and social care sector (HCS) is currently facing multiple challenges across Europe: against the background of ageing societies, more people are in need of care. Simultaneously, several countries report a lack of skilled personnel. Due to its structural characteristics, including a high share of part-time workers, an ageing workforce, and challenging working conditions, the HCS requires measures and strategies to deal with these challenges. Methods This qualitative study analyses if and how organisations in three countries (Germany, Finland, and the UK) report similar challenges and how they support longer working careers in the HCS. Therefore, we conducted multiple case studies in care organisations. Altogether 54 semi-structured interviews with employees and representatives of management were carried out and analysed thematically. Results Analysis of the interviews revealed that there are similar challenges reported across the countries. Multiple organisational measures and strategies to improve the work ability and working life participation of (ageing) workers were identified. We identified similar challenges across our cases but different strategies in responding to them. With respect to the organisational measures, our results showed that the studied organisations did not implement any age-specific management strategies but realised different reactive and proactive human relation measures aiming at maintaining and improving employees’ work ability (i.e., health, competence and motivation) and longer working careers. Conclusions Organisations within the HCS tend to focus on the recruitment of younger workers and/or migrant workers to address the current lack of skilled personnel. The idea of explicitly focusing on ageing workers and the concept of age management as a possible solution seems to lack awareness and/or popularity among organisations in the sector. The concept of age management offers a broad range of measures, which could be beneficial for both, employees and employers/organisations. Employees could benefit from a better occupational well-being and more meaningful careers, while employers could benefit from more committed employees with enhanced productivity, work ability and possibly a longer career.

Exploring the Concept of ‘Positive Ageing’ in the UK Workplace—A Literature Review

The participation rate of older people in the labour market is forecast to increase due to demographic changes afoot. For example, low fertility rates, higher life expectancy, and increases in the retirement age will affect labour availability. The working-age population trends indicate that the age group 55–64 years will expand. This trend is bolstered by policy debate about the sustainability of economic and social support systems for the wider population and necessary strategies to keep older workers in labour markets. Within the UK, as the statutory pension age is placed now at 67, changes affecting the national default retirement age (previously age 60 for women and 65 for men) already mean that many older workers will feature in workplaces past historical expectations. A lack of sensitivity about the adjustments older workers needed, due to age-related changes in health and functional capacities, attests the demoted valuing of ageing workers. Despite a rise in the importance of wisdom across cultures, the significance of experience that comes with ageing, however, has become less revered within the UK resulting in less than the institutional promotion of Positive Ageing might depict. This paper draws from a structured review of literature (SLR) which seeks to address the question of what is currently identified as ‘Positive Ageing’ to consider what contributions can be found in current literature that may represent these changes in the UK. The paper concludes that demographic change has stimulated significant re-thinking of workplace strategies for the maintenance of health and well-being of ageing workers at national or governmental policy levels. To ensure sustainability, workability, and productivity in work, however, the concept of Positive Ageing towards later life might be furthered despite that, at the organizational level, its enactment remains incomplete currently post retirement age.