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CHAPTER 13
A Swedish programme for phasing out older employees based on consent and social responsibility 251

Would more candidates apply for career switching if incentives were better?
Not everybody: ʻit was not that I was not content. It was my private life, it was
tedious with 200 km every day. We tried once to move, but that didnʼt work
out, […] I continued to commute. Without career switching I would have still
been thereʼ (career switcher).
To allow for longer than 12 months in general was not considered very helpful:
a more individualised and flexible approach was needed: ʻstudies, longer time
at university, 12-18 months, should be supported, One. two, three or perhaps
four semesters should be allowed, and an additional six months plus if you wish
to start a new enterpriseʼ (human resources); ʻto achieve higher turnover of
personnel, more alternatives are needed […] there should be resources for 18
months or more, and paid leave for studies. More creativity is needed!ʼ
(commanding officer); ʻyou should be entitled to leave for trying another job as
well as for joining career change. You should not have to resignʼ (union).
Trade unions believed that it would be possible for the employer to give
more support, if alternatives are: early pension with pay, or continued
employment and lack of meaningful work tasks, both very expensive. They
also believed that perhaps there should be a provision for reemployment.
What are the real barriers? Many officers are inclined to wait and see: ʻMany
officers are used to think tactically about their careers, there are so many
ways, so many scenarios, as long as the situation remains unclear you keep
a cautious attitudeʼ (human resources).
There is general mistrust among officers with respect to how sharply the
new retirement scheme will be applied. There is widespread disappointment
with the changes introduced: ʻI get enquiries daily from 53 year-olds who ask
expectantly if there is not going to be a new pension offer after all. Belief that
you have a right to receive an early pension is deeply rootedʼ (human
resources).
The job security agreement for government employees offers general
security schemes if you are made redundant. They are well-known in the
organisation, and the career switching offer is by many considered not as safe
and attractive: ʻthe union doesnʼt probably believe that career switching is
better than the alternatives. But voluntariness is essential, that you can choose
yourselfʼ (human resources); ʻI believe that you feel safer by relying on the
Job Security Foundation, you donʼt have to apply to the commanding officerʼ
(human resources); ʻa barrier hampering career switching is no guarantee for
reemploymentʼ (human resources).
Interest to seek and apply for career switching is affected by the identity
held by military officers and their relationship with the armed forces. Many