Singapore’s labour force is ageing, with workers aged 50 and above representing 40% of the workforce in 2025, up from 34% in 2015. At the same time, older Singaporeans are remaining healthier for longer and many wish to continue working beyond traditional retirement ages. On 26 October 2026, the Tripartite Workgroup on Senior Employment (TWG-SE) released a set of recommendations aimed at supporting older Singaporeans who wish to continue working, while helping employers adapt to an increasingly age-diverse workforce. The Government has accepted the recommendations and plans to work with tripartite partners to implement them.
The recommendations build on earlier measures introduced by the 2019 Tripartite Workgroup on Older Workers, which progressively raised retirement and re-employment ages and introduced schemes such as the Senior Employment Credit and Part-time Re-employment Grant. Rather than focusing primarily on extending employment at retirement, the new recommendations seek to support longer and more flexible careers throughout a worker’s lifetime.
Details of the various measures are expected to be announced in the first half of 2027.
#1 A New Flexi-Load Programme (FLP) To Support Flexible Work Arrangements
One of the most significant recommendations is to introduce a new Flexi-Load Programme (FLP).
The programme is designed to encourage employers to create and expand “flexi-load” opportunities, including part-time roles, fractional jobs and other forms of flexible employment that may better suit older workers. The idea is that not every senior wants, or is able, to continue working in a traditional full-time role. Some may have caregiving responsibilities, health considerations or simply wish to gradually transition towards retirement.
Under the FLP, employers will receive support to offset the transitional costs involved in redesigning jobs, HR policies and workplace systems that have traditionally been structured around full-time employment. Funding will be tied to the creation of additional flexi-load positions.
The FLP is expected to replace the existing Part-Time Re-employment Grant (PTRG) when that scheme expires at the end of 2027. The PTRG focused on workers aged 60 and above and rewarded employers for making changes to their HR policies. In contrast, the FLP will be made available to seniors aged 50 and above and will require employers to demonstrate the outcome of creating additional “flexi-load” roles.
For older workers, this could translate into more opportunities to remain in the workforce on terms that better accommodate their personal circumstances.
#2 A New Programme Office To Support Career Longevity
The TWG-SE has also recommended establishing a dedicated programme office focused on career longevity.
Led by the Skills and Workforce Development Agency (SWDA) in collaboration with NTUC and the Singapore National Employers Federation (SNEF), the office will support workers in planning career transitions, upgrading skills and navigating longer careers. It will also work with employers to promote age-inclusive workplace practices.
The programme office will also pilot and scale new careers and skills services for seniors, and will work with partners to identify, promote and scale new multi-generational workplace models that support longer and more flexible careers.
This recommendation reflects the reality that career planning increasingly extends well beyond traditional retirement milestones. Rather than intervening only when workers approach retirement age, the programme office aims to support continuous employability throughout a person’s working life.
For mature workers, the new office could serve as a central source of guidance and support when considering career changes, retraining opportunities or phased retirement arrangements.
#3 Retirement Age To Be Raised From 64 To 65
The TWG-SE has recommended bringing forward the increase in Singapore’s statutory retirement age from 64 to 65.
Currently, the retirement age is already scheduled to rise, but the workgroup proposes that the increase take place on 1 January 2029, ahead of the previously planned 2030 timetable.
The retirement age represents the age before which employers generally cannot ask employees to retire, provided they continue to perform satisfactorily.
The retirement age was last raised in July this year, when it went from 63 to 64. The retirement age first increased in 1999 from 60 to 62, followed by an increase in 2022 to 63.
For workers who wish to continue working, the higher retirement age provides an additional year of employment protection and income-earning opportunities. It also recognises that many Singaporeans are remaining healthier and active for longer periods of time.
Read Also: Singapore’s Retirement Age Will Rise To 65 And Re-Employment Age To 70 In 2029
#4 Re-employment Age To Be Raised From 69 To 70
Alongside the increase in retirement age, the workgroup has proposed raising the re-employment age from 69 to 70 from 1 January 2029.
Under Singapore’s re-employment framework, employers are generally required to offer eligible older employees re-employment opportunities up to the statutory re-employment age.
The re-employment age was first set by law in 2012 at 65 years. This was raised to 67 in 2017, 68 in 2022, and 69 in July 2026.
For workers, the move extends access to employment by another year, assuming they remain medically fit and meet relevant performance requirements. It offers greater assurance to those who want to keep working beyond traditional retirement milestones.
#5 Employment Assistance Payment Amounts Will Be Increased
Not every worker who reaches re-employment age will ultimately be offered re-employment.
In such situations, Singapore currently offers the Employment Assistance Payment (EAP), which employers may provide when they cannot offer suitable re-employment to eligible workers.
The TWG-SE recommends increasing the minimum and maximum EAP amounts, noting that these figures were last updated in 2022 and that wages have risen since then. Currently, the recommended EAP amounts for a worker aged between 64 and 66.5 are 3.5 months’ salary, with a minimum of $6,250 and a maximum of $14,750.
The intention is to provide more meaningful financial support to affected workers while they search for alternative employment opportunities. Minimum amounts provide greater support to lower-wage workers, while a maximum amount moderates the financial burden on employers.
#6 Tax Burden To Be Reduced Through Enhanced Earned Income Relief
The workgroup has also recommended enhancing the Earned Income Relief (EIR) for senior workers who continue working beyond the statutory retirement and re-employment ages. In Singapore, there is no tax on annual income below $20,000, and currently, the EIR is up to $6,000 for those aged 55 to 59 and up to $8,000 for those aged 60 and above.
According to the report, the objective is to reduce the tax burden on older workers who remain economically active and increase their take-home pay.
#7 Senior Employment Credit To Be Replaced By A New Re-Employment Credit
The Senior Employment Credit (SEC), which currently provides wage offsets of 2% to 7% for employers who hire older workers aged 60 and above who earn less than $4,000 a month, is set to expire in 2027.
The TWG-SE recommends replacing it with a new Re-Employment Credit from 2028.
Unlike the SEC, the new scheme would specifically support hiring and retaining workers who continue working beyond the statutory retirement and re-employment ages.
The proposal is intended to strengthen incentives for employers to retain experienced employees and continue offering employment opportunities to older workers.
The TWG-SE also recommends increasing the wage ceiling for the Re-Employment Credit, to account for wage growth over time.
For seniors, employer incentives often play an important role in hiring decisions. A dedicated Re-Employment Credit could therefore help create more opportunities for older individuals seeking to remain in the workforce.
Read Also: What Happens If You Continue Working After Singapore’s Retirement Age Of 64
#8 Workfare Income Supplement To Be Enhanced
Lower-wage senior workers are identified in the report as a group that may face greater challenges in achieving both income and retirement adequacy.
To address this, the workgroup recommends enhancing the Workfare Income Supplement (WIS) scheme.
WIS currently provides income and CPF support to lower-wage workers. The proposed enhancement aims to strengthen income support for lower-wage senior workers while also helping them build their retirement savings.
For eligible older workers, any increase in Workfare support could improve both immediate financial security and long-term retirement outcomes.
#9 Progressive Wage Credit Scheme To Be Updated
The final proposal is regarding the Progressive Wage Credit Scheme (PWCS), which helps employers manage the cost of wage increases for lower-wage workers through government co-funding. The TWG-SE recommends updating the scheme to continue supporting sustainable wage growth for lower-wage senior employees.
This recommendation complements the proposed enhancement to Workfare by recognising that improving income adequacy requires both direct worker support and employer-facilitated wage growth.
For older lower-wage workers, the combination of enhanced WIS and an updated PWCS could contribute to stronger wage progression as well as better retirement preparedness.
Read Also: What Is The Difference Between Retirement Age And Re-Employment Age In Singapore?
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