Geciken Ya l l k ve Zorunlu Emeklilik üzerine

Ya l l k bir durum emeklilik bu durumun olmas gereken sonucudur. Emeklilik ya her ülkenin demografik, sosyo-ekonomik durumuna, istihdam politikas na ve insanlar n ya am beklentisine g re farkl l k g sterir. Son y llarda ba ta zengin ülkeler olmak üzere ya am beklentisi tüm dünyada artmaktad r. Her on y lda bir dünyada ya am beklentisi 2-3 y l yükselmektedir. Bu nedenle de emeklilik ya yükselmektedir. Ancak emeklilik süresi aktüeryal dengeler a s ndan aktif ya am n 1/3’ünü ge memelidir. Pek ok ülkede zorunlu emeklilik bulunmamaktad r. Emeklilik yükümlülük de il bir hakt r. Bununla beraber i sizli in azalt lmas , gen lere i olana yarat lmas , i letmelerin esnek al ma artlar na kavu mas ve rekabet gücünü artt rmas a s ndan i i ve i verenin anla mas yla (toplu i s zle mesi veya i y netmeliklerle) belli bir k dem süresinin doldurulmas veya yasal emeklilik ya na ula lmas halinde i verene i iyi i ten karma hakk tan nmas yerinde olur. Bunun ayr mc l kla da ilgisi yoktur. Yeter ki, bu uygulama herkese e itlikle yap ls n. Aging is a fact and retirement is its natural result. The retirement age varies from country to country according to its demographic, social and economic structure, life expectancy of people and employment policy of the country. In the recent years, the life expectancy rises almost in every country particularly in the wealthy nations. It is observed that for every 10 years, life expectancy rises 2-3 years. In line with this fact the statutory retirement age rises as well. However the retirement period in other words the period for getting the right to receive old age benefit must not exceed 1/3 of the active life for not to impair the actuarial balance. The retirement is not a duty it is a right. However with regard to alleviating the economic burden on the employers, to provide them with flexibility opportunities, to strengthen their competitiveness to create job opportunities for the younger labour force the recognition of right to terminate the employment contracts of the employees who complete a certain period of service or reach statutory retirement age in the establishment is recommended if it is stipulated in the collective agreement or workplace rules. This should not be considered age discrimination provided that it is applied equally to everyone who has these conditions.