Retirement and re-employment age in Singapore: a 2026 guide for SMEs
Singapore's retirement age is 64 and re-employment age 69 from 1 July 2026. Who qualifies, when to make the offer, and what HR must do.
By Cova
On 1 July 2026 Singapore raised the minimum retirement age from 63 to 64 and the re-employment age from 68 to 69. For staff nearing 64, the first conversation now happens around 63 and a half, and the offer is due at least 3 months before their birthday.
This guide covers who is eligible, the deadlines HR has to hit, the contract, the Employment Assistance Payment (EAP) and disputes. Every rule links to the Ministry of Manpower (MOM) or the Tripartite Guidelines.
The new ages at a glance
From 1 July 2026, employers can't dismiss an employee because of their age, and must offer re-employment to eligible employees who turn 64, up to age 69. (MOM: responsible re-employment)
The retirement age depends on date of birth:
| Date of birth | Retirement age | Re-employment age |
|---|---|---|
| 1 Jul 1958 to 30 Jun 1960 | 62 | 69 |
| 1 Jul 1960 to 30 Jun 1963 | 63 | 69 |
| On or after 1 Jul 1963 | 64 | 69 |
The first two groups had already reached retirement age by 1 July 2026, but they also get re-employment up to 69. If you have re-employed staff whose contracts were planned to stop at 68, review them.
Who is eligible
MOM lists four conditions. An employee is eligible for re-employment if they:
- are a Singapore citizen or permanent resident
- have served you for at least 2 years before turning 64 (MOM states this for employees hired at age 55 and above)
- have satisfactory work performance, as assessed by you
- are medically fit to continue working
Per the Guidelines, "satisfactory" means the minimum performance expected of any employee, judged over the past 2 years. Employees should be presumed medically fit, and fitness means fit for any suitable role, not just their current one.
If an eligible employee doesn't want to continue, get that in writing.
The HR timeline, step by step
- Around 45 and 55: career conversations. Encouraged by the Guidelines, not required.
- Every year: check who's coming up. List everyone who turns 64 in the next 12 to 18 months, with their date of birth, citizenship status and length of service.
- At least 6 months before the 64th birthday: start the consultation. Begin "as early as possible, not less than 6 months" before. Cover the job, training, and expected pay and benefits. If performance falls short, say so now.
- At least 3 months before: make the offer. Eligible employees get the contract at least 3 months before their retirement date. Tell employees who don't qualify at least 3 months before, too.
- On the 64th birthday: the contract starts. MOM's example: someone who turns 64 on 1 August 2026 starts their re-employment contract on 1 August 2026.
- Each year until 69: renew. On 1-year contracts, consult at least 6 months before each extension.
A worked example: an employee born on 10 May 1965 turns 64 on 10 May 2029. Consultation should start by 10 November 2028, the offer should go out by 10 February 2029, and the contract starts on 10 May 2029.
The re-employment contract
The contract should run for at least 1 year, renewable every year up to 69. The Guidelines go further and say that, for certainty, employers should offer 5-year contracts up to the re-employment age, with a 1-year renewable term as the alternative.
The job can be the same, modified, or a different role on renegotiated terms, with training before any move where needed.
Pay. Adjustments must rest on reasonable factors such as productivity, duties and responsibilities. For the same job, the Guidelines suggest pay could move to what a younger, equally competent employee earns, such as the salary range mid-point. They discourage cuts where pay has no seniority element, and ask you to weigh the impact on lower-wage workers.
Leave and benefits. Re-employed staff shouldn't have to serve a qualifying period again for annual leave and sick leave. Medical benefits can stay, get co-payment or caps, or become extra MediSave contributions.
Annual leave in Singapore: a practical guide for SMEsEntitlement by years of service, pro-rating and carry-forward, with every rule linked to MOM.cova.sg/resources/sg-annual-leave-guidePart-time. You can re-employ a full-time employee part-time if you both agree. If an employee asks for part-time but you can only offer full-time, you've met your obligation and don't owe an EAP if they turn it down. MOM points employers to the Part-time Re-employment Grant for support.
If you can't re-employ: transfer or EAP
If you've considered every option in the company and there's no suitable job, you have two choices.
Transfer to another employer. The new employer must agree to take over your re-employment obligations, and the employee must agree to the new offer. All three sign a consent form. If the employee declines, they're entitled to an EAP from you.
Pay the Employment Assistance Payment. The EAP is a one-off payment, offered as a last resort after a thorough review:
| Regular EAP | Stepped-down EAP | |
|---|---|---|
| Amount | 3.5 months' salary | 2 months' salary |
| Minimum | $6,250 | $4,000 |
| Maximum | $14,750 | $8,500 |
| When it applies | Before the midpoint of the re-employment period | After the midpoint (re-employed at least 30 months since 64) |
For most employees the midpoint is age 66.5. The EAP uses the gross rate of pay, and near 69 it shouldn't exceed the salary left to pay. For part-time staff, the minimum and maximum can be pro-rated by weekly hours. MOM also encourages outplacement help.
Construction and other older workforces
Construction, facilities, cleaning and security firms can have many older staff. Four rules matter most.
- Fitness means any suitable role. A site worker who can't do heavy work may still be fit for supervision, safety coordination, stores or training. Consider redeployment before concluding there's no job.
- Medical checks are case by case. Send someone for a check-up only if they show signs of unfitness, or the check is required for everyone in that job.
- Job redesign pays off. MOM encourages it and points to the Enterprise Workforce Transformation Package.
- Know who is covered. Eligibility is for citizens and PRs. Foreign staff are managed through work pass renewals.
Disputes
Resolve differences directly first, with the union if there is one. Otherwise MOM sets two routes:
- Not offered re-employment, including disputes over eligibility, "no suitable vacancy" or dismissal during re-employment: the employee can notify the Commissioner for Labour within 1 month after their last day of employment.
- Unreasonable terms or EAP amount: the employee can approach the Tripartite Alliance for Dispute Management (TADM) within 6 months after their last day.
Keep a paper trail: consultation notes, the eligibility assessment, the dated offer and any written decline.
Keeping it simple in practice
Most re-employment problems start with a missed date. Keep one list of staff aged 60 and above with date of birth, residency status and start date, and diarise each person's 6-month and 3-month deadlines. Write your policy down, including any internal ages above the legal minimum.
Cova keeps your employee records, leave and approvals in one place, built for Singapore SMEs.
Cova: HR for Singapore SMEsHR for small teams in Singapore.cova.sgFrequently asked questions
What is the retirement age in Singapore in 2026?
From 1 July 2026, the minimum retirement age is 64 and the re-employment age is 69. Employees born between 1 July 1958 and 30 June 1963 have retirement ages of 62 or 63, but also get re-employment up to 69. Source: MOM, Responsible re-employment.
When must I offer re-employment?
Start discussions no less than 6 months before the employee turns 64, and make the offer at least 3 months before. The contract starts on their 64th birthday and lasts at least 1 year, renewable up to 69.
How much is the Employment Assistance Payment?
The regular EAP is 3.5 months' salary, with a minimum of $6,250 and a maximum of $14,750. After the midpoint of the re-employment period (at least 30 months since age 64), a stepped-down EAP of 2 months' salary, between $4,000 and $8,500, can apply.
Do I have to re-employ foreign workers?
MOM's eligibility criteria cover Singapore citizens and permanent residents. Foreign employees on work passes don't meet them, so you can choose to keep them on through work pass renewals but aren't required to offer re-employment.
This guide is general information, not legal advice. Rules were checked against MOM's website and the Tripartite Guidelines (updated 1 July 2026) on 15 October 2026. Always check the linked pages for the latest position.