45歲至65歲的中高齡人力運用已成為人口老化國家必須面對的政策議題，蔡英文總統在2016年勞動政策提出以推動「中高齡就業專法」來活絡中高齡人力的運用，本論文以文獻探討回顧歷年中高齡相關研究、次級資料，以及分析日本、韓國等國家的經驗，並透過深度訪談收集相關專家學者意見，探討政府在推動中高齡就業專法的政策規劃作為。 研究發現，日本、韓國制定中高齡就業專法的立法背景主要在延後企業員工的退休年齡，以補充不足的勞動力，並減輕高齡與少子化後支付退休的壓力，我國勞動基準法早已規定退休年齡為65歲，在我國進入高齡化社會、工作年齡人口有效明顯下降、勞動力短缺壓力較大之前，沒有必要推動中高齡就業專法。建議政策規劃分為近期、中期及長期三階段：第一階段為制定完善年齡歧視機制及成立中高齡者訓練機構；第二階段以退休人力再運用規劃，最後為重新界定中高齡者定義。 The utilization of manpower aged 45 to 65 year-old has become a major policy issue for those countries with an aging population. During the 2016 campaign, President Tsai Ing-wen emphasized her policy to pass a new labor law on Elder Workforce Employment to activate the utilization of elder human resource. This thesis aimed to explore the role and efforts of the government in Policy planning for the Elder Workforce Employment and to collect the expert opinions on how to enhance the Policy. The literature of relevant researches conducted in Taiwan and related government secondary information was reviewed and experiences in Japan, South Korea and other countries were also discussed. The research finding indicates that the legislative background of Japan and South Kore on Elder Workforce Employment was to postpone the retiring age to complement the workforce shortage and to reduce pressure derived lower new-birth rate. According to the current Labor Standard Act, the retirement age is 65. It is not necessary to establish a new legislation for Elder Workforce Employment until Taiwan is under the obvious decline of workforce shortage. Policy planning can be divided into three stages as the following, Stage 1: establish a sound anti-discrimination mechanism and to launch the training programs. Stage 2: reutilize the retiring human resource. Stage 3: redefine the meaning of “elder workforce”.
