At the societal and policy level, delaying retirement is generally agreed upon to solve the problem of the increasing proportion of older workers in Sweden, as in many other countries. At the same time, two co-existing narratives that create legitimacy for early versus delayed retirement were found in our study, among both societal- and organisational-level actors. Older workers are viewed as either representatives of productive ageing and a solution to labour shortage problems, or as a barrier to recruiting younger, more promising employees with new skills. Through inductive qualitative analysis, this study shows in what way human resources departments are taking part in the institutional work of maintaining retirement-timing narratives in Swedish workplaces. The existing general organisational narrative of ‘the business case’ is used to mute discussion about delaying the retirement age, except for a select few. Their maintenance of this narrative is supported by the way in which the societal-level narratives target the individual, often backgrounding the role of employers.

在社会和政策层面，人们普遍同意推迟退休，以解决与许多其他国家一样，瑞典老年工人比例增加的问题。同时，两个并存的叙事为早期与早期叙事创造了合法性在我们的研究中，社会和组织层面的参与者都发现了延迟退休。老年工人被视为生产性老龄化和解决劳动力短缺问题的代表，或者被视为招募具有新技能的年轻，更有前途的员工的障碍。通过归纳定性分析，该研究表明人力资源部门以何种方式参与了在瑞典工作场所维护退休时机叙述的机构工作。现有的“商业案例”的一般组织叙述被用来消除关于延迟退休年龄的讨论，除了少数选择。他们维持这种叙事的方式得到了社会层面叙事针对个人的方式的支持，而这往往是雇主角色的背景。