隨著人口老化的問題日益嚴重，45歲至64歲的中高齡勞工運用也成為各個國家與企業所必許面對的重要課題，已開發國家在20世紀末所面臨的中高齡勞工問題亦不斷地在開發中國家中重演，而台灣人口老化的速度比起歐美國家相對快速，更應重視中高齡勞工的運用。 中高齡勞工在職場上普遍存在著就業歧視與年齡歧視之問題，本研究針對企業與工會進行問卷調查，了解企業在中高齡勞工運用的狀況、並調查企業對退休年齡延長、僱用（留用）中高齡勞工的看法。文獻部分再參酌美、英、日、法等政府中高齡政策上的運用及措施。 研究發現，台灣企業對中高齡勞工在外訓、輪調、晉升及就業都存在著年齡歧視的現象；年齡、年資並不是企業晉升員工的主要參考因素。企業與工會在「退休年齡延長」及「留用中高齡勞工」的優先想法有差異。應由政府主導建立獎勵與懲罰的法令環境，為中高齡勞工建立一個公平且沒有中高齡歧視的就業環境。 Since the problem of age of the population getting serious, the arrangement of aged workers become an important issue. Developing countries face the similar problem of aged workers for developed countries which happened a decade ago. In particular, the question of age of the population in Taiwan is more serious than America and Europe. Hence, we should pay more attention on arrangement of aged workers. There are employment discrimination and age discrimination to aged workers on work field. In order to understand the arrangement of aged workers in corporation and investigate the opinion of the corporation on postponing of retirement age and keeping corporation hiring aged workers, we set up a questionnaire for corporation and union. Furthermore, we consult the policy on aged workers of developed countries' governments in our study. In our study, there is age discrimination in outside training, rotation, promotion and employment to aged workers in Taiwan's corporation. The experience is not the main consideration for promotion in corporation. There are different opinion between corporation and union on postponing retirement age and hiring aged workers. We suggest that the government should establish law and regulation to build a fair employment environment for aged workers.
