Picture it, you are in your sixties and the wealth of experience from years of hard work has made you a very sage person, but still, you are unsure when you can or should stop working. In a country like Singapore, where life expectancy is over 83 years, retirement is not necessarily about not working anymore; it is about living longer with financial security and meaning. The island nation is still in the middle of trying out new retirement policies that would better suit the aging population and the demand for workers with different skills as of December 2025.
Current Retirement And Re-Employment Ages
In 2025, the statutory minimum retirement age in Singapore still stands at 63 years. Employers are not allowed to lay off workers merely on the grounds of old age before this age limit has been reached.
The re-employment age is still 68, which means that the employees who are considered qualified—Singaporean citizens or permanent residents who have performed satisfactorily and are in good health—can continue to work past retirement if a position is offered to them.
These numbers go back to the updates in July 2022. Even though they are the same, not all changes have been fully implemented by the end of 2025.
Upcoming Changes On The Horizon
A very promising evolution is just around the corner. The retirement age will be 64 and the re-employment age 69 starting from July 1, 2026.
This development is part of a master plan that eventually leads to 65 and 70 by 2030, which is a healthy life expectancy and at the same time, a solution to the shortage of workers.
The public service sector is the first to implement the new ages: the government department takes on 64 and 69 from July 2025, and the union employs NTUC from January 2025 when their workers also get the new ages.
Key Milestones In Singapore Retirement Policy
| Year/Period | Retirement Age | Re-Employment Age | Notes |
|---|---|---|---|
| Current (2025) | 63 | 68 | Statutory minimum; no dismissal below retirement age |
| From 1 July 2026 | 64 | 69 | Nationwide increase announced in 2024 |
| By 2030 | 65 | 70 | Final target for phased adjustments |
| Public Sector (from July 2025) | 64 | 69 | Leading implementation |
| NTUC Staff (from Jan 2025) | 64 | 69 | Early adoption for union employees |
The above Table is very indicative of the progressive change, it also sheds light on the different aspects of protections and opportunities provided.
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