【摘要】 中国低龄老人就业保障体系在制度供给维度，呈现劳动权益保障的立法滞后与政策工具碎片化并存特征；在服务支持维度，出现职业培训体系供需错配与就业服务功能弱化矛盾；在实施效能维度，面临劳动监察效能衰减与就业激励政策边际效应递减困境。面向延迟退休的低龄老人就业保障体系建构，一方面，需要秉承历史逻辑，实现生命历程重构与退休制度转型的互动；秉承现实逻辑，实现结构性排斥破解与包容性就业的制度回应；秉承实践逻辑，实现政策协同与人力资本再开发的耦合关联。另一方面，需要通过制度嵌入路径实现低龄老人退休制度与就业保障制度衔接，重点完善就业法律体系和健全政策协同机制；运用协同治理机制推进低龄老人培训与服务革新，着力构建多元培训体系和优化就业服务体系；依托奖罚并用方式强化低龄老人劳动监察与激励政策，统筹优化劳动监察体系、强化企业财政支持与健全就业激励机制。更多还原

【Abstract】 China’s employment security system for younger seniors confronts three-pronged challenges: institutional fragmentation from lagging labor rights legislation and fragmented policy tools; service gaps due to mismatched vocational training systems and weakening employment support mechanisms; and implementation inefficiencies arising from declining labor supervision efficacy and diminishing returns on employment incentive policies.Constructing a retirement-delay-oriented employment security system requires a tripartite integration: historically, aligning life-course restructuring with pension system reforms; pragmatically, dismantling structural barriers through inclusive institutional responses; and operationally, coupling policy coordination with human capital redevelopment. Key pathways involve institutional embeddedness to bridge retirement and employment systems—by enhancing legal frameworks and interdepartmental policy synergy; advancing multi-stakeholder vocational training and employment services via collaborative governance; and adopting a carrot-and-stick approach through strengthened labor supervision, expanded fiscal subsidies for employers, and refined incentive mechanisms.更多还原