Applicable ages and eligibility
From 1 July 2026, the minimum retirement age becomes 64 and the re-employment age 69. Employers must offer eligible employees re-employment and must not dismiss employees because of age. Eligible employees are citizens or PRs, have satisfactory performance and are medically fit; employees hired at age 55 or above must have at least two years with the employer before age 64.
| Birth cohort | Retirement age | Re-employment age |
|---|---|---|
| 1 July 1958–30 June 1960 | 62 | 69 |
| 1 July 1960–30 June 1963 | 63 | 69 |
| From 1 July 1963 | 64 | 69 |
Contract and negotiation
The initial contract starts on the applicable retirement birthday: for a person turning 64 on 1 August 2026, that is the start date. Contracts should last at least one year and renew annually up to 69. Changes to salary or benefits should reflect reasonable factors such as revised duties and be negotiated fairly. Start discussions at least six months before 64, make the offer at least three months before retirement, and tell ineligible employees at least three months in advance. Employees should explain preferences early and consider reasonable changes.
Alternative employer and EAP
If no suitable internal position can be found after reviewing all options, the employer must arrange an agreed transfer of the obligation or offer a one-off Employment Assistance Payment. Both the new employer and employee must agree to a transfer. Declining the new employer’s offer does not remove entitlement to EAP from the original employer. EAP is a last-resort bridge while finding other work; outplacement support is encouraged.
| Situation | Salary multiple | Minimum | Maximum |
|---|---|---|---|
| Usual EAP | 3.5 months | S$6,250 | S$14,750 |
| Re-employed for at least 30 months since 64 | 2 months may be considered | S$4,000 | S$8,500 |
Part-time work and higher internal ages
For part-time re-employment, follow the prevailing wage, medical and benefit principles; EAP floors and caps may be pro-rated against full-time weekly hours. Employers can use the Part-time Re-employment Grant. Employers choosing higher internal retirement or re-employment ages should document them and identify dispute-help channels.
Career planning, job redesign and medical benefits
Structured career conversations are encouraged from age 45, supported by the SNEF guidebook. Age-friendly job redesign and the Enterprise Workforce Transformation Package can help retain older workers. Restructuring medical benefits toward extra MediSave or flexible benefits can support MediShield Life or Integrated Shield premiums and continuing medical provision after employment.
Dispute routes and supporting records
Try to resolve differences with the employer or union first. For refusal of re-employment, disputed eligibility, no vacancy or dismissal during re-employment, notify the Commissioner for Labour online within one month after employment ends. For unreasonable terms or EAP amounts, approach TADM within six months. Provide the dispute, supporting documents, names/contact details, position, duties, service length and offered terms.
Related topics and services
Documents and references
- Retirement and Re-employment Act (RRA) ↗ Government source
- Read article → · Tripartite Guidelines on Re-employment of Older Employees ↗ PDF
- Read article → · sample consent form for re-employment by another employer ↗ PDF
- Read article → · Structured Career Planning Guidebook ↗ PDF
- Enterprise Workforce Transformation Package ↗ Government source
- notify the Commissioner for Labour online ↗ Government source
- TADM ↗ Reference