In Singapore, we have a retirement age, and a re-employment age. Factually explains.
Our current statutory minimum retirement age is 62 years old. This means that employers are not allowed to dismiss any employee below age 62 because of the employee’s age.
The retirement age will be raised to 63 from 1 July 2022, and gradually to 65 by 2030.
Currently, employers must offer re-employment to eligible employees who turn 62, up to the re-employment age of 67. This provides older workers with more opportunities to work longer, if they wish to do so.
It is not compulsory for workers to continue working until the re-employment age. On the contrary, it is their choice whether they wish to do so.
The re-employment age will be raised to 68 from 1 July 2022, and gradually to 70 by 2030.
|Today||1 Juy 2020||By 2030|
|Changes to retirement age||62||63||65|
|Changes to re-employment age||67||68||70|
The re-employment age today is 67, which means you are eligible for re-employment from age 62 up to age 67 if you:
- are a Singapore citizen or Singapore permanent resident
- have served your current employer for at least 3 years before turning 62
- have satisfactory work performance, as assessed by your employer
- are medically fit to continue working
- were born on or after 1 July 1952.
Things to note if you’re considering re-employment:
- Your employer should begin discussions with you as early as 6 months before re-employment or extension of re-employment.
- If you are eligible for re-employment, your employer should offer you a re-employment contract at least 3 months before the start date.
- Your re-employment contract should be for at least 1 year, renewable every year up to age 67 subject to meeting eligibility criteria.
- While negotiating a re-employment contract with your employer, make your job preferences known early in the consultation process.
- Your employment terms (including responsibilities and roles) may be adjusted based on reasonable factors and subject to mutual agreement.
- If your employer is unable to re-employ you, his re-employment obligations can be transferred to another employer with your agreement. If your employer is still unable to find a suitable job for you, you will be entitled to a one-off Employment Assistance Payment (EAP) to help you tide over the transition period while you seek alternative employment options.
You should work together with your employer or union to resolve any differences. You can also approach the Commissioner for Labour or the Tripartite Alliance for Dispute Management if you:
- are not offered re-employment
- encounter unreasonable terms and conditions or EAP amount.
For more info, check out:
MOM: Responsible re-employment
MOM: No link between retirement age and CPF payout eligibility age