Fellow co-chairs, distinguished guests,
sisters and brothers from the union, and friends from the media.
Thank you for joining us.
Three priorities for senior employment
NTUC’s support senior employment is not new and our commitment for supporting seniors is longstanding. Since the TWG-OW recommendations in 2019, we have made good progress to support senior workers.
This time round, we are clear that senior employment is not just about raising employment ages. It is about ensuring that workers have real options as their aspirations and circumstances chang. And we know that many of the factors affecting our workers are evolving.
So we went into this workgroup by listening to different segments of our workers, especially our senior workers, to hear their aspirations, wishes and concerns.
Generally, we can categorise them in three groups. There is a group that desire to remain in full-time work - purpose, contribution and so on. There is a growing group that want flexible hours or a different workload because of various reasons; caregiving needs, lifestyle choices or health reasons. Some may choose to retire from paid work, choose a different life tempo and contribute through volunteering.
For NTUC, our approach to this workgroup comes down to three priorities: Choice. Assurance. Dignity.
Choice, assurance and dignity
First, choice. Choice to work and choice of work. Senior workers should have genuine options in how they continue contributing—whether through full-time work, flexible arrangements or adjusted responsibilities.
But we recognise that Choice must be matched by readiness and responsibility. Workers should plan early, keep their skills current and be prepared for changes in jobs and technology, including AI.
Our position is: if a senior wants to continue working, there should be opportunities to do so; if greater flexibility is needed, meaningful options should be available. The Flexible Load Programme is intended to expand the flexible options given to our seniors.
Second, assurance. Longer careers will not always be smooth or linear. Jobs and skill requirements will evolve, and some workers may face restructuring or displacement.
For our senior workers, the road back to employment after losing a job can be difficult. MOM Q2 Labour Market Report shows that workers aged 50 to 59 had the highest retrenchment incidence, with only about 4 in 10 returning to employment within six months.1
Senior workers need the assurance that, when circumstances change, they will not have to navigate the next step alone.
In fact, the first thrust of announcement to prevent premature exit is a more important assurance given to our workers. We recognise that when it happens how do we support our employees to return to the workforce.
The recommendations therefore call for better career and skills planning, stronger transition support and higher Employment Assistance Payment amounts.
NTUC has been doing this for some time, and we are happy to have secured Government support for the SkillsFuture Jobseeker Support scheme. We will continue to advocate refinements so that it can support more senior workers affected by retrenchment, including PMEs, can get better support.
Through our unions, NTUC’s e2i and NTUC LearningHub, working with SWDA and its new programme office for career longevity, we will strengthen access to career coaching, training and job placement support for senior jobseekers.
One example is Ms Tan Ai Kim, 53, whose contract as a Financial Accountant ended. She approached e2i and received career coaching, job referrals and interview preparation. Through e2i’s Career Pulse programme, she was also able to gain a better understanding of industry trends, evolving skills needs and identify areas for own improvement. She has since received a job offer and is awaiting confirmation of her start date.
This illustrates the kind of assurance we want senior workers to have: that when they face a career transition, there is support to help them remain relevant, navigate change and move towards their next opportunity with confidence.
Over the last six years since the TWG-OW was launched, there were many initiatives put in place by the tripartite partners and today we have summarised them into a bundle to support our senior worker because Every Worker Matters for Singapore.
Third, dignity. An ageing workforce is not simply a manpower challenge. Senior workers have contributed decades of their lives to our companies, industries and economy. They have skills, industry know-hows and experiences that value-add to companies. In the age of AI, their experience and judgement of senior workers are assets to the companies. They can help companies adopt technology responsibly and strengthen multi-generational workplaces.
Growing older should not mean being written off or having assumptions made about one’s ability. Senior workers must continue to have fair access to training, development and support. Dignity means fair treatment, fair opportunity and respect for every worker’s contribution.
What this means for workers
The report sets a clear direction: create more pathways for our senior workers to contribute, provide stronger support through career transitions, and build workplaces that value workers of every age.
NTUC will continue to work with our tripartite partners to turn these recommendations into practical outcomes for our workers. Longer working lives must be more than possible—they must be meaningful, sustainable and dignified.
Thank you. I look forward to the discussion later.
