In a significant shift aimed at supporting active ageing and economic resilience, the Singapore government has officially announced an increase in the retirement age, with the change set to take effect from 30 May 2025. The move is part of Singapore’s broader long-term strategy to accommodate its ageing population while ensuring that seniors remain active, empowered, and financially independent.
Retirement Age to Rise in 2025
As of 30 May 2025, the statutory retirement age in Singapore will be raised from 63 to 64, in line with the government’s earlier commitments under the Tripartite Workgroup on Older Workers. The re-employment age, which allows companies to offer continued employment beyond retirement, will also rise from 68 to 69. These changes were first outlined in 2019 and reaffirmed in Budget 2024, but the official implementation date has now been confirmed, providing clarity to both employees and employers.
This is the second step in a phased plan that will eventually see the retirement age rise to 65 and the re-employment age to 70 by 2030. The 2025 update represents not just a legal change, but also a cultural shift toward longer working lives and more inclusive employment policies for senior citizens.
Why the Change Matters
The decision to raise the retirement and re-employment ages reflects both economic necessity and social progress. With longer life expectancies and better healthcare, many Singaporeans are capable of and often willing to work beyond traditional retirement ages. The government’s policy acknowledges this by giving older workers more options to continue their careers if they choose to do so.
By extending official retirement ages, Singapore aims to ease the pressure on pension systems, boost household incomes for seniors, and allow companies to tap into the experience and expertise of older employees. At the same time, older workers are better positioned to build additional savings before entering full retirement, especially in light of rising costs of living and longer post-retirement life spans.
What Employees and Employers Should Know
From 30 May 2025, all eligible employees turning 64 will be covered by the new retirement age. Employers will be required by law to adhere to the updated policy, meaning workers cannot be asked to retire before the new statutory limit unless under exceptional circumstances as defined by the Ministry of Manpower. The re-employment framework remains voluntary, but employers are strongly encouraged to provide suitable positions to older workers willing and able to continue working until 69.
The Ministry of Manpower has indicated that transitional support measures will be in place for small- and medium-sized enterprises (SMEs) to help them adapt to the changes. Upskilling programs, wage subsidies, and workplace adaptation grants are expected to play a key role in ensuring a smooth rollout.
A Positive Step Toward Active Ageing
Labour unions and worker advocacy groups have largely welcomed the news, calling it a win for older workers who wish to remain productive and independent. Many seniors today are not just physically able to work longer but are eager to stay engaged, mentally active, and socially connected. With this policy update, the government affirms that age should not be a barrier to employment or personal fulfillment.
In the coming months, public awareness campaigns will be launched to educate employers and employees on their rights and responsibilities under the new law. Human resource departments across sectors are also preparing to adjust their retirement planning frameworks, contracts, and internal policies in anticipation of the May 2025 deadline.
Looking Ahead
Singapore’s population is ageing rapidly, and policies like this are essential to sustaining economic vitality while promoting dignity and flexibility for all age groups. By encouraging extended workforce participation, the government sends a powerful message: retirement should be a choice, not a constraint.
As the new retirement age of 64 and re-employment age of 69 take effect from 30 May 2025, both individuals and employers are encouraged to embrace this evolution with forward-thinking strategies and a renewed focus on lifelong employability.