Singapore Introduces Six Recommendations for Age-Friendly Workplaces
Singapore has accepted six proposals to support older employees through flexible work, extended career opportunities and financial assistance, encouraging more inclusive workplaces across different generations.
Singapore has announced six recommendations aimed at creating age-friendly jobs and multi-generational workplaces, allowing older employees to remain in meaningful employment for longer if they choose.
The recommendations address flexible working arrangements, retirement policies, career guidance and financial support. The Singapore Government has accepted all six proposals, with further implementation details expected in the first half of 2027.
The workgroup has recommended raising Singapore's statutory retirement age from 64 to 65 and its re-employment age from 69 to 70, effective 1 January 2029.
The proposed timeline brings the changes forward by one year from the previously planned 2030 schedule.
The adjustment is intended to provide greater employment security for older workers who wish to continue contributing professionally.
Additional recommendations include increasing Employment Assistance Payment amounts for eligible workers who are not offered re-employment and enhancing Earned Income Relief to reduce the tax burden on seniors who continue working beyond statutory retirement and re-employment ages.
Financial Incentives to Support Senior Employment
To encourage employers to retain and hire experienced workers, the workgroup has proposed introducing a new Re-Employment Credit from 2028.
The scheme would replace the Senior Employment Credit, which is scheduled to expire in 2027.
The recommendations also address financial security for lower-wage senior employees.
Proposed improvements to the Workfare Income Supplement would provide additional income and retirement support, while updates to the Progressive Wage Credit Scheme would help employers manage sustainable wage increases.
Together, these measures aim to make continued employment more financially beneficial for older workers and more practical for businesses.
Building Inclusive Multi-Generational Workplaces
The recommendations build on earlier initiatives designed to help mature employees adapt to changing workplace requirements.
Through the Alliance for Action on Empowering Multi-Stage Careers for Mature Workers, 30 organisations piloted solutions involving career guidance, training, job matching and alternative employment models.
These initiatives benefited more than 1,600 senior workers and provided practical insights for the workgroup's proposals.
Singapore's approach reflects a broader emphasis on recognising the experience and contributions of older employees while responding to changing workforce demographics.
By combining flexible job design, career development and financial support, the recommendations seek to create workplaces where employees across generations can continue contributing according to their abilities and circumstances.
With government acceptance secured, attention will now turn to implementation and how employers translate the proposed measures into practical workplace policies.
Sources: Singapore Ministry of Manpower; Ministry of Manpower; NTUC
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