Íà îñíîâå îïûòà ñòðàí ÎÝÑÐ àíàëèçèðóþòñÿ ãëàâíûå íàïðàâëåíèÿ ïîäãîòîâêè ðûíêà òðóäà ê èçìåíåíèÿì â ïåíñèîííîé ñôåðå: èñïîëüçîâàíèå ôèíàíñîâûõ è àäìèíèñòðàòèâíûõ ñòèìóëîâ ê ïðîäëåíèþ çàíÿòîñòè ëèö ñòàðøèõ âîçðàñòíûõ ãðóïï, ïåðåñòðîéêà ïîëèòèêè íàéìà ðàáîòîäàòåëÿìè, ðàçâèòèå ñèñòåìû íåïðåðûâíîãî îáðàçîâàíèÿ, íåîáõîäèìîñòü ó÷åòà ïåðåðûâîâ â òðóäîâîé äåÿòåëüíîñòè ïðè ôîðìèðîâàíèè ïåíñèîííûõ ïðàâ ðàáîòíèêîâ.

Basing on the experience of OECD countries the main directions of preparation of labor market for changes in the pension sphere are analyzed: the use of financial and administrative impetus to extend the employment of older age persons, reorganization of employers hiring policy, the improvement of continuing education, the need to take into account career breaks when forming workers’ pension rights.

Ñòàðåíèå íàñåëåíèÿ, ðàííèå ïåíñèè, âîçðàñòíàÿ äèñêðèìèíàöèÿ, óðîâåíü çàíÿòíîñòè, ôèíàíñîâûå ñèòìóëû, êîðïîðîòèâíûå ñõåìû, ÷àñòíîå ïåíñèîííîå íàêîïëåíèå, àâòîìàòè÷åñêîå âêëþ÷åíèå.

Population ageining funded shemes, eraly retirement, age discrimination, empolyment rate, financial incetives, occupational schemes, private pension savings, automatic enrollment.