HRM and the employment of older workers: Germany and Britain compared

Heike Schroder, Dirk Hofaecker, Michael Muller-Camen

Research output: Contribution to journalArticlepeer-review

21 Citations (Scopus)


This study examines Human Resource Management (HRM) policies and practices towards older workers in Britain and Germany. While it is widely suggested that older workers have to be better integrated into the labour market, youth-centric HRM is still prevalent. However, HRM is shaped by multiple and contradictory pressures from the international and national institutional environments. We test this dynamic by analysing two national surveys, the German firm panel (IAB)1 and the British Workplace and Employment Relations Survey (WERS).2 Our findings suggest that the institutional environment shapes HR policies and practices distinctively in both countries. We find that age discrimination at the workplace is more prevalent in Germany than in Britain, which can be explained by divergent institutional patterns. As a result, we argue that although both countries will have to continue fostering an age-neutral HR approach, this has to take country-specific institutional peculiarities into account.
Original languageEnglish
Pages (from-to)162-179
JournalInternational Journal of Human Resources Development and Management
Issue number2/3
Publication statusPublished - 2009


  • older workers
  • age management
  • age discrimination
  • early retirement
  • firm panel
  • Workplace and Employment Relations Survey
  • IAB firm panel
  • Human Resource Management
  • Great Britain
  • Germany


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