根據韓國當地媒體的報導，過去的10年間，韓國主要的經濟支柱，40歲以上的中年員工數量減少9%以上。企業開始以各種藉口裁撤35歲以上的員工，並要求他們主動辭職或自願退休。在就業市場中，40歲以上的求職者已成為弱勢群體，逐漸被迫退出。作為韓國四大財團之一的SK集團旗下的全國第二大電商平台11st，面對不景氣的挑戰，已開始鼓勵35歲以上的員工主動離職。他們提出，只要在該公司工作滿5年以上的員工，可以一次性獲得4個月的工資作為補償。其他金融機構也紛紛推出類似的自願退休優惠計畫。在更競爭的中國企業通常不願意招聘超過35歲的員工。

在亞洲眾多公司不願雇用超過35歲的員工有幾個主要原因：

年齡歧視：某些公司可能存在對年輕人的偏好，認為他們更具有創造力、活力和靈活性，而對年長員工存在偏見，認為他們不夠靈活或難以適應變化。

薪資成本：年輕員工的薪資一般相對較低，而年長員工可能有較高的薪資期望，這對於一些公司來說可能是一個負擔。此外，年輕員工可能更容易接受低薪的工作條件。

技術更新：一些行業，尤其是科技和創新領域，可能更傾向於雇用年輕員工，因為他們可能更熟悉最新的技術和趨勢，並且更容易學習和適應新技能。

彈性工作時間需求：年輕員工更願意接受彈性的工作時間安排，而年長員工可能有家庭和其他義務，對工作時間的要求可能不如年輕員工靈活，這可能對一些公司的運作造成困擾。

這些原因可能導致一些亞洲公司在招聘過程中更傾向於雇用年輕員工，但應該指出，這種做法存在對年長員工的歧視，並且不符合公平和平等的價值觀。

According to reports from local media in South Korea, over the past decade, there has been a decrease of over 9% in the number of middle-aged employees aged 40 and above, who are a key component of the country's economy. Companies have begun laying off employees aged 35 and above using various excuses, and have been requesting them to resign voluntarily or retire. Middle-aged job seekers aged 40 and above have become a vulnerable group in the job market, gradually being forced to exit. In response to economic challenges, companies like 11st, the second-largest e-commerce platform in South Korea under the SK Group, have started encouraging employees aged 35 and above to voluntarily resign. They have proposed compensation of four months' salary for employees who have worked for the company for at least five years. Other financial institutions have also introduced similar voluntary retirement incentive programs. Furthermore, in more competitive Chinese enterprises, hiring employees aged 35 and above is generally discouraged.

There are several main reasons why many companies in Asia are reluctant to hire employees aged 35 and above:

Age discrimination: Some companies may have a preference for younger individuals, believing they are more creative, energetic, and flexible, while harboring biases against older employees, perceiving them as less adaptable or flexible.

Salary costs: Younger employees generally command lower salaries, whereas older employees may have higher salary expectations, which could be a burden for some companies. Additionally, younger employees may be more willing to accept lower-paying job conditions.

Technological updates: Certain industries, particularly in the fields of technology and innovation, may favor hiring younger employees as they may be more familiar with the latest technologies and trends, and may be more adept at learning and adapting to new skills.

Flexible work hour requirements: Younger employees may be more inclined to accept flexible work schedules, whereas older employees may have family and other obligations, making their work hour requirements less flexible, which could pose operational challenges for some companies.

These reasons may lead some Asian companies to prefer hiring younger employees during the recruitment process. However, it should be noted that such practices entail discrimination against older employees and are inconsistent with principles of fairness and equality.

照片:DALLE3