Abstract
PurposeThe purpose of this paper is to consider the statistical evidence on the effects that ill health has on labour market participation and opportunities for younger and older workers in the East Midlands (UK).Design/methodology/approachA statistical analysis of Labour Force Survey data was undertaken to demonstrate that health issues affect older and younger workers alike. This has an equalling effect on labour market opportunities, which should reduce any potential for intergenerational conflict within the workforce.FindingsAlthough health problems that limit activities and affect the amount and kind of work an individual can undertake increase with age, there are high levels of ill health of these kinds within all age groups, including the youngest workers.Research limitations/implicationsThe regional statistical analysis can only provide indications, and further research is required to differentiate which groups of younger and older workers suffer from which types of illnesses, as this has direct implications for their employment.Practical implicationsA more direct consideration of health in employment, education and training policy is required to enable the development of healthy and long‐term working lives that benefit individuals and the economy.Social implicationsThe consideration of the effects of health issues on the labour market should lead to a reconsideration of the rhetoric, and the reality of intergenerational conflict. There might be less reason for such competition than is generally perceived.Originality/valueThe paper considers intergenerational conflict in a labour market context and suggests that health issues have an equalising effect for the relative positions of older and younger workers.
Highlights
Public perception has established a dichotomy between older and younger workers
This paper has argued that health has an equalling effect on the labour market situations of older and younger workers
As this paper demonstrates and due to the equalising effects health can have on a labour market, it would be a mistake for policy makers to treat these groups in isolation and use separate policy interventions
Summary
Public perception has established a dichotomy between older and younger workers. They are, in the main, based on stereotypes (Hassell and Perrewe, 1995): older workers being more experienced but tiring ; younger workers having high rates of absenteeism (Shen and Dicker, 2008); older workers are found to be more reliable and to have better social skills but may lack the motivation or ability to continue learning (McNair, 2006, 2011); young people are said not to fulfil the expectations and requirements of employers (Furlong et al, 2012). Increasing the age of compulsory participation in education or learning opportunities to 17 (18 from 2015, DfE, 2012) will add to the pressure on the changing education system Such regulation of individual choices within educational pathways may backfire, especially as prolonged education does not necessarily increase the chance of a job in an insecure labour market (Furlong et al, 2012). The cost of those young people who drop-out, move in and out of being NEET or have difficulties in transitioning from education to employment may be considered a burden on society. The key policy message to be taken from this paper is that the overall aim of employment, education and training policy should be sustainable, ‘good’ jobs that allow young workers to remain healthy and not retire early due to ill health
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
