Written Answer to PQ on Senior Worker Employment

NOTICE PAPER NO. 2541 OF 2024 FOR THE SITTING ON 05 FEBRUARY 2024
QUESTION NO. 5675 FOR ORAL ANSWER

MP: Mr Desmond Choo

To ask the Minister for Manpower (a) over the last five years, how many workers who have reached retirement age managed to secure re-employment until the re-employment age limit of 68 years old; and (b) what are the Ministry’s plans to enhance the employability and availability of suitable jobs for these older workers.

Answer:

Between 2017 and 2021, about 97% of eligible resident employees who wished to continue working were offered and accepted re-employment after reaching retirement age.

2. The Ministry of Manpower is working with employers to increase the availability of suitable jobs and working directly with our senior workers to help them remain employable.

3. Re-employment is a key thrust of our strategy to support senior employment. Employers must offer re-employment to eligible senior workers so that those willing and able to work can continue working beyond retirement age. The statutory retirement and re-employment ages will be progressively raised to 65 and 70 by 2030.

4. Recognising that some seniors may wish to work in jobs that are of lower intensity or with greater flexibility, MOM incentivises employers to offer jobs tailored to these needs through the Part-Time Re-employment Grant (PTRG). Employers may also tap on grants such as the Support for Job Redesign and the Productivity Solutions Grant (PSG-JR) to redesign jobs and workplaces to be more age-friendly.

5. MOM is also collaborating with the National Trades Union Congress (NTUC) to equip firms through the Company Training Committees (CTCs) to redesign jobs and carry out structured career planning such that the workforce, senior workers included, can continue to keep pace with business transformation through training.

6. To improve the employability of our senior workers, we support them to upskill and reskill. We encourage them to do so earlier and continuously throughout their careers so that they stay relevant to the workforce. For instance, the Career Conversion Programmes (CCPs) help mid-career workers to reskill and transit into jobs or sectors with good prospects. Eligible senior workers can undergo training with up to 90% salary and course fee support.

7. With ageing and slowing workforce growth, it is imperative that we maximise the potential of our silver workforce. We hope that more employers can build more inclusive and age-friendly workplaces and our seniors can embrace ageing and stay economically active.