SD4EU - Social Dialogue for a Union of Equality’s Post

👵 The macroeconomic impact of ageing, EU immigration policy and pension expenditures 🔍 The EU population is ageing rapidly, and the economic consequences of this demographic shift are just beginning to come into focus for member states. This Working Paper by David Pinkus and Jacob Funk Kirkegaard analyses cost developments in the pension and long-term care sectors. The complex intersection of ageing, migration and welfare makes the public-policy challenge facing Europe considerable, but their research suggests there are concrete steps lawmakers can take to prepare their economies while ensuring citizens are supported. 💭 With the possibility of reversing the trend low, how will Europe adapt to the change that is coming? 🔗 Read the paper here: https://lnkd.in/ej4VnqYq

📢 The adult social care sector in England now contributes £77.8 billion per annum (excluding NHS employed social care roles) to the economy—a 12.2% increase. But behind this growth lie serious challenges. Domestic recruitment is falling, qualifications are down, international visa closure is significantly impacting on overseas recruitment and care workers lack comparable, fair pay, pensions and conditions to NHS counterparts. Vacancy rates remain three times higher than the wider economy, and the sector will need 470,000 new posts by 2040. We need long-term investment in workforce development, fair pay, and a national strategy that values care workers. We look forward to next week’s regional data launch to better understand the picture across Yorkshire and the Humber. Read the full national report here https://lnkd.in/ewJUyWvw Read the YHCAA's full statement on our website here https://lnkd.in/ej84iz7A #YHCAA #SocialCare #FairFunding #WorkforceStrategy

💡 Important for Taiwan Employers: A new Ministry of Labor rule means that by April 2026, employers must include long-term migrant workers (10+ years) in their pension contributions. If your business employs blue-collar foreign workers, now is the time to review your pension reserve fund setup and ensure compliance before the directive takes effect. Read more here: https://lnkd.in/gwQ95EMn 11th Fleet helps businesses in Taiwan stay up-to-date with employment law and HR compliance. #TaiwanBusiness #EmployerUpdate #HRCompliance #PayrollTaiwan #11thFleet

Starting April 2026, employers must begin contributing 2–15% of migrant workers’ salaries into pension funds—finally recognizing long-term blue-collar labor as part of the nation’s social contract. Beyond compliance, this is a signal: Taiwan’s economy is maturing toward retention over replacement. Businesses relying on migrant labor will need to update cost models, rethink turnover, and treat workforce stability as a competitive edge.

In welfare economics, we have long understood that people seek to maximise their utility, not merely through consumption and work, but also through leisure and the broader quality of life. This perspective has evolved our thinking on growth, emphasising its qualitative dimensions over sheer quantity. Consider the challenges posed by slowing growth rates. In ageing societies across Europe, economists debate whether we can sustain essential public services like the NHS amid fiscal pressures. It is a vital conversation, one that questions how we allocate resources in an age of demographic shifts. Yet, let us step back. What if we pursued growth in a qualitatively different way, one that truly maximises utility by fostering enjoyment of our planet and environment? This approach aligns with economics longstanding tradition of utility as a measure of well-being, inviting us to rethink prosperity on our terms. Question: How might this shift influence your decisions today? Not sure? Need more information? Watch on YouTube: https://bit.ly/42GFnOB Listen on Podbean: https://lnkd.in/ekxyJ63d #welfareeconomics #sustainablegrowth #qualityoflife #renewables

The Constitutional Court’s recent decision in Van Wyk & Others v Minister of Employment and Labour [2025] has fundamentally reshaped South Africa’s parental leave framework. 🔹What this means for employers🔹 📑 Review and update leave policies and HR systems. 🤱🏽Ensure mothers’ postnatal recovery period (minimum six weeks) remains protected and non-negotiable. 👫🏽Request written confirmation from employees on how parental leave will be shared between parents. 💵 Continue applying current UIF benefit processes until Parliament enacts reforms. 👨🏿⚖️Prepare for possible CCMA or equality claims if the old ten-day rule is still applied or if benefits are applied differently. This is a progressive but complex transition. Employers will need to balance equality, medical recovery, and operational continuity carefully. 📩 Reach out to Lotus Labour Consulting, we can assist in aligning your workplace practices with the Constitutional Court’s ruling. #EmploymentLaw #LabourLaw #ParentalLeave #Equality #BCEA #ConstitutionalCourt #LotusLabourConsulting ⚖️

How will Europe’s labour markets and welfare states evolve under the pressures of digitalisation, climate change, globalisation, and demographic shifts? The new WeLaR Foresight Report - authored by Laurène THIL (HIVA-KU Leuven), Karolien Lenaerts (HIVA), Mikkel Barslund (HIVA), Allison Dunne (HIVA), Ursula Holtgrewe (Centre for Social Innovation (ZSI), Michaela Bruckmayer, PhD (ZSI), Ramón Peña-Casas (European Social Observatory (OSE)), Sebastiano Sabato (OSE), Dalila Ghailani (OSE), and Slavina Spasova (OSE) - draws on two foresight workshops and two Delphi-like surveys that engaged experts, policymakers, social partners, and representatives of civil society. 🔎 Key takeaways: 📍 Climate action and digitalisation are structural drivers that will define 📍 Europe’s labour markets and welfare systems.  📍 Inequalities are a persistent risk across all futures: inequality of skills, regions and generations.  📍 Skills reform, lifelong learning and welfare adaptation are “no-regrets” strategies.  📍 Welfare and education systems are not fit for future labour markets and require urgent reform.  📍 Weak coordination between EU, national and regional levels hampers long-term strategies.  📍 Aligning climate, social and economic goals is essential to avoid fragmentation and resistance.  📎 Read the full Foresight Report here: https://lnkd.in/db5d5pYy 

"Canadian government workers earned an average of 4.8 percent more in wages over their private-sector counterparts in 2024. However, the advantage extends beyond wages, including retiring more than two years earlier on average, and substantially more generous non-wage benefits. The numbers come from The Fraser Institute’s “Comparing Government and Private Sector Compensation in Canada” 2025 edition study" -- The Hub, 2025-10-06 "On non-wage benefits, the report highlights an even greater disparity between workers in the public and private sectors: 86.7 percent of government workers have a registered pension versus 21.8 percent in the private sector. For those with pensions, 91.5 percent of public-sector plans are defined-benefit compared to only 40.7 percent in the private sector. Public-sector workers also retire earlier (approximately 2.2 years on average), experience lower job-loss rates (0.6 percent compared to 3.2 percent), and record 6.4 more work days lost for personal reasons (15.7 versus 9.3)." -- The Hub, 2025-10-06

Are We Creating a 'Lost Generation'? Inside the UK's Youth Employment Crisis Since the 2024 general election, we've seen a pretty significant drop in youth employment. Nearly 200,000 young workers have vanished from UK payrolls, with the sharpest declines among under-18s. It's not just the youngest, though the 25-34 and 18-24 age groups have taken a hit too. The numbers are a bit stark, to be honest. Youth unemployment's now over 14%, which is more than triple the overall rate. Every region in Great Britain's feeling it, with Wales and London hit hardest. Now, it's not all doom and gloom. Employment among mid-career and older workers has actually grown. Could this be seen as a positive? Experienced workers staying in or returning to work, potentially bringing valuable skills and knowledge to the table, or they’re struggling with the cost of living and subsequently making decisions to earn more? But here's the thing: while it's great that older workers are finding opportunities, we can't ignore the potential long-term consequences of youth unemployment. We're talking about lower lifetime earnings, reduced well-being, and persistent skills gaps. Some business groups are even warning of a "lost generation" if we don't address this soon. So what's behind all this? Well, it's a bit of a perfect storm, really. There's been a sharp increase in minimum wage for younger workers, which sounds good on paper, but it's closed the wage gap between older and younger workers. This might be making employers think twice about hiring inexperienced youth. Then we've got the economic headwinds, especially in the private sector, which have hit entry-level roles hard. These are the jobs typically filled by young workers. And let's not forget the reports of rising age discrimination. Nearly all surveyed young people say they've experienced negative treatment in the workplace. That’s disheartening. On the flip side, the public sector's expanding and public pay is outpacing private pay. But opportunities for young people in growth sectors still seem limited. It's a complex issue, and I think it's important we look at it from all angles. Yes, we want to support our experienced workers, but we also need to ensure we're not leaving our youth behind. The rise in young people not in education, employment, or training (NEET) is particularly concerning. It's the second highest hit in a decade 12.8% (the first 2015 13.2%), with mental health increasingly cited as a barrier. So, what's the way forward? I reckon it's going to take some serious collaboration between government and business to address these barriers to youth employment. We need targeted support measures and a real commitment to creating opportunities for young people. If we don't invest in them now, we might all pay the price later. What are your thoughts? #YouthUnEmployment #UKManufacturing #UKSmallBusinesses Sam Baynham Andrea Wilson Ruth Forster Amy Foster Mandeep Sandhu Laura Giddings