At 69, Lilian Teng no longer needs to strain her back setting up manual fall alarms for patients at Tan Tock Seng Hospital (TTSH).
A smart predictive monitoring system now does the job, alerting nurses up to 15 seconds before a patient attempts to leave their bed.
“I am fortunate that at the age of 69, I am still able to learn and operate new technologies with the help of my supervisors and younger colleagues,” said the Senior Enrolled Nurse, who has been in healthcare since 2003.
Down the corridor, Mastan Nachival Mohd’s story echoes similar themes of transformation.
The 62-year-old’s previous administrative role worried her about progression and longevity. Today, trained to support nurses with patient admission, discharge and vital signs monitoring, she has found renewed purpose.
“With the redesigned role, I feel encouraged to continue learning and contributing. This gives me the confidence to stay in healthcare for many more years, and I intend to continue working at TTSH for as long as I can,” she said.
Their stories reflect a broader shift across Singapore’s ageing workforce.
On 28 January 2026, NTUC Deputy Secretary-General Desmond Tan visited TTSH to witness first-hand how age-inclusive innovations are enabling older workers to thrive—and to call for more employers and the Government to follow suit.
The visit came as NTUC released survey findings showing a strong appetite among older workers to remain economically active well beyond current retirement ages.
The survey, conducted between September and October 2025 with nearly 600 respondents across all age groups, revealed that over 46 per cent wish to work beyond the eventual re-employment age of 70.
Significantly, out of that 46 per cent, two-thirds (66.7 per cent) of those aged 64 and above said they want to continue working past 70, compared with 51 per cent of those aged 50 to 63. The desire to work beyond 70 increases with age.
The top motivation? Maintaining both mental and physical health through staying active. The need for income to cover living expenses was identified as the second most common motivation.
This trend is reflected in broader labour market data.
According to the Ministry of Manpower’s (MOM) Labour Force in Singapore Advance Release 2025, the employment rate among workers aged 65 and above has increased from 24.7 per cent in 2015 to 31.5 per cent in 2025.
But it’s not just about working longer—it's about working differently.
The survey found that older workers value choice and flexibility in their senior-employment years. While 48 per cent of respondents preferred full-time re-employment, 46 per cent preferred part-time arrangements.
Focus group discussions conducted between April and October 2025, involving close to 500 participants, reinforced this finding. Many expressed a preference for shorter working hours and alternative roles such as advisory or coaching positions.
Building on these insights, NTUC’s Mr Tan issued three key calls ahead of Budget 2026:
To employers: Maintain and promote a range of fair, flexible and practical work options that support older workers’ aspirations and needs. Partner with NTUC and unions to set up Company Training Committees (CTC) to support age-friendly job redesign.
To Government: Continue supporting employers to hire, train and retain older workers through grants to improve age-friendly workplaces and enhancement of the Senior Employment Credit.
To senior workers: Embrace technology and AI, and be bold in learning and applying new skills to remain ready for the AI economy.
Mr Tan noted that older workers consistently express a desire to continue contributing well into their senior years, but emphasise the need for flexibility as their circumstances evolve.
With Singapore’s workforce ageing rapidly and AI reshaping jobs across all sectors, tripartite partners must step up their efforts.
He said that this requires creating the right conditions through thoughtful job redesign, deploying technology to make workplaces more inclusive, and being intentional about offering flexible arrangements alongside structured skills upgrading pathways.
“When we invest in our older workers, we don’t just increase labour participation, we strengthen our organisations with their experience, deepen our capabilities, and build a more resilient workforce ready for an AI-enabled future.
“This is key to sustaining Singapore’s long-term competitiveness and economic strength,” Mr Tan said.
The urgency is clear in the numbers. According to MOM data, 40 per cent of Singapore’s resident workforce is now aged 50 and above, with 19.3 per cent aged 60 and above.
The number of younger workers available to replace retiring workers has declined.
A decade ago, Singapore had six workers (aged 20 to 64) for every older worker aged 65 and above. This has dropped to 3.5 and is expected to fall further to 2.7 by 2030.
TTSH, with a workforce of more than 10,000 staff including 1,000 older workers, exemplifies what’s possible when organisations invest in age-inclusive transformation.
Through its partnership with NTUC and the Healthcare Services Employees’ Union (HSEU) under the CTC Grant, the hospital has implemented two key projects:
These technologies have enabled senior healthcare workers to contribute through higher-value roles such as mentorship and workforce planning, while reducing manual and administrative strain.
Beyond technology, TTSH has adopted comprehensive age-inclusive practices, including raising its retirement age to 64 and re-employment age to 69 by July 2025—ahead of national legislation—with about 98 per cent of eligible senior staff accepting re-employment.
Lillian Ho, Chief Human Resource Officer of TTSH, reaffirmed the hospital’s commitment to supporting its senior workforce.
She said: “Our older workers bring deep experience, care and stability to the hospital. By redesigning roles, integrating AI and technology, and creating flexible work options, we continue to empower our workforce to thrive and deliver high-quality care.
“Our partnership with NTUC and HSEU has been instrumental in accelerating this transformation.”
NTUC and HSEU President K Thanaletchimi said TTSH’s efforts demonstrate that “when organisations plan ahead and redesign work with their employees in mind, the workforce, including its older workers, can continue to contribute with confidence and purpose.”
She added that HSEU remains committed to advancing healthcare workers’ welfare and progression.
“We urge more employers across the sector to join HSEU and NTUC in driving meaningful transformation that empowers healthcare workers and strengthens care delivery,” Ms Thanalatchimi said.
For Lilian Teng, who has upskilled from Care Support Assistant to Senior Enrolled Nurse with NTUC’s support and sponsorship, the transformation has been life-changing.
“I have been working in the healthcare industry since 2003, and with NTUC’s support and sponsorship, I was able to upskill myself and became a Care Support Assistant, prior to my current role,” she shared.
When PreSAGE was first introduced, she admitted feeling afraid: “I felt scared because of my senior age.”
But with guidance from younger colleagues and supervisors, she overcame that fear. The technology has freed her from the physically demanding manual setup work that caused back pain, allowing her to redirect her energy toward what she loves most: educating and training other caregivers.
Her plans for the future are certain: “There’s no retirement in my brain. I would like to serve the community, especially now with the ageing population. I would like to contribute more of my time with them, to understand them, and give them more love.”
Mastan’s journey reflects a similar commitment to growth. Her redesigned role hasn’t just addressed her earlier concerns about career longevity—it has given her a profound sense of purpose.
“I feel that I’m healing the patient together with the nurses,” she said, describing the satisfaction she draws from her expanded responsibilities.
In her supervisory capacity, she has become a role model for younger staff: “I must be a good example to my juniors. In my age, I can do it. Why can’t you?”
When removing IV cannulas from anxious patients, she employs a technique she’s perfected: engaging them in conversation to divert their attention from pain and fear.
“Sometimes [patients] will say, ‘You already removed it? I didn't feel it,’” she said with pride.
Her appetite for learning remains strong, and she hopes to acquire additional skills like blood drawing and ECG procedures if given the opportunity.
“I have a lot of passion to do more,” Mastan said.
As Singapore navigates an ageing workforce and rapid technological change, Lilian and Mastan’s stories offer more than inspiration—they provide a roadmap. Their experiences demonstrate that with the right support, technology, and workplace culture, older workers don’t just remain relevant; they become indispensable.
Companies can partner with NTUC to set up a Company Training Committee (CTC) for age-friendly job redesign and workplace transformation. Click here for more information.
NTUC is at the heart of the Labour Movement, which comprises 58 affiliated unions, seven affiliated associations, a portfolio of businesses and six related organisations, as well as a growing ecosystem of professional associations and enterprise partners.