台灣高齡化和少子化危機已是「現在進行式」，2018年65歲以上台灣老年人口已達百分之十四，正式邁入高齡社會，推估2026年台灣的老年人口將超過百分之二十，成為超高齡社會的成員之一。台灣的總生育率自1984年起逐年下降，加上15至64歲工作年齡人口因就學年齡延長、就業年齡延後以及中高齡提早退休的「晚入早出」現象，迫使工作年齡人口自2015年達到高峰後即逐年減少，勞動力供應不足已是未來可預見的問題。

因應人口老化趨勢及未來可能出現的勞動力短缺風險，政府以多種方式欲延長中高齡於職場的就業狀況，為進一步促進及提升中高齡及高齡者的勞動參與，已於108年12月公布《中高齡者及高齡者就業促進法》，期以專法保障中高齡者（年滿45歲至65歲者)與高齡者（超過65歲者)的就業權益，以期解決中高齡者及高齡者就業時可能面臨的歧視及受刻板印象影響等問題，鼓勵企業晉用中高齡者。

然而實際上企業在晉用人員時，雖有專法與政府資源補助但仍有諸多考量，本研究以日系居家生活產業為例，透過實際晉用50歲以上的中高齡勞工，從中盤點中高齡勞工在日系居家生活產業任職時所面臨的問題，從中高齡者的就業動機、就業期待以及企業端在晉用中高齡者的工作安排上建構更友善的中高齡就業環境，活化仍有體力、技術、經驗豐富且有意願重返職場之中高齡者的人力資源，促使世代共融，創造50+的職場復興。

Taiwan has entered the crisis of aging and few children. In 2018, 14% of Taiwan's elderly population over 65 years old has officially entered the elderly society. It is estimated that the elderly population in Taiwan will exceed 20% in 2026, and become a super elderly society. Taiwan's total fertility rate has been declining year by year since 1984. The extension of the school age from 15 to 64 has led to a decrease in the working population year by year, a delay in the age of starting work, and early retirement of middle-aged and elderly people, which has led to the decline of the working population since 2015 and the shortage of labor supply.
In response to the aging trend of the population and the possible labor shortage in the future, the government has extended the employment of the middle-aged and the elderly in various ways. In order to promote and enhance the labor participation rate of the middle-aged and the elderly, the Employment Promotion Law of the middle-aged and the elderly and the elderly is promulgated in December 2019 to protect the employment rights and interests of the middle-aged and the elderly (aged 45 to 65) and the elderly (over 65 years old) to solve the problem In addition, enterprises are encouraged to employ middle-aged and elderly people.

Although there are special laws and government resource subsidies, there are still many considerations when enterprises employ middle-aged and elderly people. This study takes the Japanese family home living industry as an example, through the actual employment of middle-aged and elderly workers over 50 years old, it confirms the problems faced by the middle-aged and elderly workers in Japanese Household and Personal Products Company, from the employment motivation and employment expectation of the middle-aged and elderly people, and the medium and high employment of enterprises In terms of work arrangement, we should build a more friendly employment environment for the elderly, activate the human resources of those who still have physical strength, skills, experience and are willing to return to the workplace, promote intergenerational integration, and create a good working environment for 50 +

無