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Background and Objectives Retention of older employees in the labor market is crucial to cope with aging populations. Retention of older employees can appear in different forms, such as phased retirement, bridge jobs, career development, or health promotion. However, little is known about how the offering of these retention strategies may vary across workplaces with different core work activities because the opportunities to implement different types of retention strategies are preconditioned by differences in the economic and labor market climate. Research Design and Methods The study utilizes data from a survey conducted among Danish workplaces in 2018, which is linked to administrative register data to conduct Karlson-Holm-Breen-corrected logistic regression models. The study distinguishes among production workplaces, service and welfare workplaces, and information workplaces. Results Phased retirement is most prevalent in service and welfare workplaces, whereas job bridging is most prevalent in both service and welfare and production workplaces. Career development and health promotion strategies are least prevalent in production workplaces. These retention differences between workplaces with different core work activities are in most cases explained by differences in trade union influence, physical working demands, and knowledge intensity. Discussion and Implications Although the type of retention strategy offered in the workplace largely matches the core work activity within the workplace, particularly production workplaces could feasibly take more advantage of using career development or health promotion strategies because the employees of these workplaces are more likely to retire early due to poor health and physical working conditions. [ABSTRACT FROM AUTHOR]

Denmark and Sweden are rather similar in most societal dimensions, but differ markedly with regard to the employment rate among older workers, which in 2015 was 65 per cent in Denmark and 75 per cent in Sweden. Using a qualitative (or case-oriented) comparative approach, this article seeks to identify configurations or combinations of conditions that have produced these differences in older workers' work patterns. From an inter-disciplinary perspective, the article draws on the conceptual framework of push (e.g. involuntary retirement due to poor health), pull (e.g. voluntary retirement because of generous welfare benefits), jump (e.g. exit due to a search for life conditions that are more fulfilling than paid work), stay (e.g. older workers remain voluntarily in the labour market because work is fulfilling and well paid) and stuck (e.g. older workers remain involuntarily in the labour market because they cannot afford to retire). Findings are that low employment rates in Denmark are an outcome of a relatively strong combination of push–pull–jump factors, while Sweden, with its high employment rate, exhibits a combination of stay–stuck conditions. [ABSTRACT FROM AUTHOR]