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Singapore sets retirement age at 65, re-employment at 70 from 2029

Singapore will raise retirement age to 65 and re-employment age to 70 from Jan 1, 2029, a year ahead of the 2030 timeline, as part of six recommendations to help seniors remain in the workforce longer.Announced on Monday (Oct 26) by the Tripartite Workgroup on Senior Employment (TWG-SE), the recommendations aim to help more seniors remain in meaningful, sustainable employment,...

AsiaOne Singapore2026-10-26 13:30查看原文 ↗

Singapore sets retirement age at 65, re-employment at 70 from 2029

Announced on Monday (Oct 26) by the Tripartite Workgroup on Senior Employment (TWG-SE), the recommendations aim to help more seniors remain in meaningful, sustainable employment, while promoting age-diverse, multi-generational workplaces.

This comes amid an ageing workforce, with the proportion of Singapore's resident labour force aged 50 and above rising from 34 per cent to 40 per cent over the past decade, according to the Ministry of Manpower.

Speaking at the launch conference on Monday, Minister of State for Manpower Dinesh Vasu Dash said employers should adapt jobs and workplaces to give older workers more options to remain in the workforce.

"We hope for our seniors to also upskill themselves to be able to deal with jobs and look at careers as a multi-staged perspective," said Dinesh, adding that creating age-inclusive workplaces would benefit both employers and workers.

"Ultimately, we want to create age inclusive workplaces in Singapore where we are able to then extract the maximum we can for our business and at the same time to support our workers."

The event was also attended by NTUC deputy secretary-general Desmond Tan, and other guests, who were invited to a walkthrough of the digital booths and NTUC's e2i career pulse workshop.

To expand flexible employment opportunities for older workers, the workgroup recommended introducing a new Flexi-Load Programme (FLP) to help employers create and expand part-time and fractional roles.

The programme will help employers defray the transitional costs of introducing such arrangements, including redesigning jobs, systems and policies traditionally structured around full-time work.

The FLP will also replace the existing part-time re-employment grant when it expires at the end of 2027.

While the current grant is available only to employees aged 60 and above, the FLP will be open to those aged 50 and above.

The workgroup also proposed setting up a programme office for career longevity under the skills and workforce development agency, in collaboration with NTUC and Singapore National Employers Federation, to support career transitions and promote age-inclusive hiring practices.

For mature workers navigating career changes, access to career guidance and opportunities to upgrade their skills can be important in making the transition to new roles.

Speaking to AsiaOne, executive interviewer Lee Woon Shin, 54, said career coaching through NTUC's e2i has helped her focus on her transferable skills as she transitions to full-time employment after about 15 years of self-employment, in search of a more stable income.

"I think the biggest challenge is transitioning from a business owner to an employee. It requires a change in mindset and attitude, as well as adaptability, especially with the growing use of technology and artificial intelligence," she said.

"My coach told me to focus on my skill set rather than the specific role I want to pursue, to make sure my skills remain relevant. This has been really helpful," she added.

Greater financial support and tax relief

To provide greater financial support to seniors who are unable to secure re-employment, the workgroup also recommended raising the minimum and maximum employment assistance payment amounts.

The revised amounts will take into account wage growth since the last update in 2022, helping affected workers manage their expenses while seeking new employment opportunities.

Additionally, it also proposed enhancing earned income relief for seniors working beyond the statutory retirement and re-employment ages to reduce their tax burden, boost take-home pay.

Separately, a new re-employment credit will replace the senior employment credit when it expires from 2028 to provide wage support to employers who retain older workers, helping to offset employment costs.

Uplifting lower-wage seniors

The last recommendation focuses on improving wages and retirement adequacy for lower-wage seniors through enhancements to the Workfare Income Supplement (WIS) and updates to the Progressive Wage Credit Scheme (PWCS).

Enhancements to WIS will help improve the wages and retirement savings of lower-wage senior workers, while updates to PWCS will provide employers with greater support to raise wages sustainably.

The TWG-SE was convened in July 2025 to review and refresh Singapore's senior employment strategy and has since consulted more than 1,000 stakeholders.

The workgroup also drew on insights from pilot initiatives by 30 organisations in training, career guidance and flexible work arrangements, which have benefited more than 1,600 senior workers.

xingying.koh@asiaone.com

新加坡将从 2029 年 1 月 1 日起将退休年龄提高到 65 岁，再就业年龄提高到 70 岁，比原定的 2030 年计划提前一年，这是帮助老年人延长工作年限的六项建议之一。

周一（10 月 26 日），三方老年人就业工作组 (TWG-SE) 宣布了这些建议，旨在帮助更多老年人保持有意义、可持续的就业，同时促进年龄多元化、多代际的工作场所。

据新加坡人力部统计，在劳动力老龄化加剧的背景下，过去十年间，新加坡50岁及以上居民劳动力的比例从34%上升至40%。

周一，人力部国务部长迪内什·瓦苏·达什在启动大会上表示，雇主应该调整工作岗位和工作场所，为老年工人提供更多留在劳动力市场的选择。

“我们希望老年人也能提升自身技能，以便能够胜任工作，并以多阶段的视角看待职业生涯，”迪内什说道，并补充说，创建包容年龄的工作场所将使雇主和员工都受益。

“最终，我们希望在新加坡打造包容各个年龄段的工作场所，这样我们既能最大限度地发挥业务潜力，又能支持我们的员工。”

全国职工总会副秘书长陈德明及其他嘉宾也出席了此次活动，并受邀参观了数字展位和全国职工总会的 e2i 职业脉搏研讨会。

为了扩大老年劳动者的灵活就业机会，工作组建议引入新的灵活工作安排计划 (FLP)，以帮助雇主创造和扩大兼职和临时岗位。

该计划将帮助雇主支付引入此类安排的过渡成本，包括重新设计传统上围绕全职工作构建的工作岗位、系统和政策。

FLP 还将取代现有的兼职再就业补助金，该补助金将于 2027 年底到期。

虽然目前的补助金只提供给 60 岁及以上的员工，但 FLP 将向 50 岁及以上的员工开放。