For years, many senior workers have felt caught between two options: continuing in a full-time role that may no longer be sustainable or retiring earlier than they would like.
In Singapore, this decision is often shaped by practical realities. Rising living costs, conversations around CPF adequacy, and the desire to remain financially independent mean that many seniors want — or need — to continue working for longer.
But that all-or-nothing choice is changing.
As Singapore’s workforce ages, more support is being put in place to help senior workers stay employed in ways that are healthier, more flexible, and more meaningful.
At the centre of this shift is the new Part-Time Re-employment Grant (PTRG), which encourages employers to create part-time roles and age-inclusive workplaces for senior workers aged 60 and above.
What the PTRG means for senior workers
At its core, the PTRG is about giving senior workers more choice over how they continue working.
“Through the new PTRG, we’re creating a win-win for both senior workers and employers,” says Gillian Woo, Director of the Enterprise Programmes Division at Workforce Singapore (WSG).
“It helps create access to structured part-time roles that provide senior workers with greater flexibility. Employers receive support to retain valuable talent and build age-inclusive workplaces that benefit their entire workforce.”
How does this support show up in practice for our senior workers? Here are three ways it helps.
1) “I still need, and want, to earn”
Continuing work in later years is not just about staying active, but also about maintaining financial independence and a sense of purpose.
Part-time re-employment under the PTRG refers to contracts where employees work less than 35 hours per week. In addition, under the grant framework, there are no minimum working hours, and the scope of work and salary are negotiated between the employer and employee.
This allows senior workers to continue earning a living while maintaining better balance, without having to exit the workforce entirely. It also supports longer, more sustainable careers rather than short-term extensions.
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2) “I don’t want to overstretch myself”
Flexible Work Arrangements (FWAs) allow senior workers to continue working in ways that better match their energy levels and personal circumstances. These can take different forms, such as:
- Flexi-place arrangements through working from home
- Flexi-time arrangements like staggered or compressed hours
- Flexi-load arrangements that include part-time work or job sharing
The keyword here is flexibility, which helps seniors manage life outside of work while remaining productive in their role.
“Senior workers can gain access to part-time roles that provide flexibility, whether for health needs, family commitments, or personal pursuits,” Gillian adds.
More importantly, FWAs are about choice and autonomy, not reduced capability. Employers should evaluate each arrangement based on job requirements, workplace safety, and how work can continue to be performed effectively.
3) “I want to stay relevant”
It’s equally important for senior workers to stay confident and up to date as they continue working. Under the PTRG, employers are required to carry out Structured Career Planning (SCP) for employees aged 45 and above.
“SCP includes regular career conversations — at least once every 12 months — to discuss the employee’s career development, skills enhancement, and future goals, as well as to develop a shared career action plan,” Gillian explains.
For senior workers, this ensures their experience remains valued. Learning is positioned not as starting over, but as a way to remain employable and relevant as job requirements evolve.
How to know if your company is on the new PTRG
Senior workers can find out if their employer is on the PTRG through various workplace communications.
“Companies that receive the grant must communicate their updated HR policies on part-time re-employment, flexible work arrangements, and structured career planning,” Gillian shares. “This can be done through official channels such as employee handbooks, emails, intranet updates, or company-wide meetings.”
“Employers must also issue contract addendums to employees documenting these policy changes, as implementing these policies are part of their grant obligations.”
What senior workers can do next
For senior workers, the first step is to start a conversation. This could be with HR, a supervisor, or during their next career discussion to help surface options that better support their needs, strengths, and career goals.
“Senior workers can approach their HR teams to find out whether their company has applied for or received the new PTRG,” Gillian adds. “Companies should be transparent about their participation since implementing these policies is part of their grant obligations.”
If a company is not yet registered, there is still room to take action.
Employees can encourage their companies to apply through the Singapore National Employers Federation (SNEF), the programme partner appointed by Ministry of Manpower (MOM) and Workforce Singapore (WSG). The programme has been extended until December 2027, giving eligible companies time to come onboard.
From an employer and recruitment perspective, senior professionals consistently have strong impact when engaged in advisory, mentoring, project-based, and client-facing roles — particularly through flexible arrangements such as reduced hours, work-from-anywhere setups, or fixed-term contracts, says Vivian Tay, Director, Consumer Asia Sales & Marketing at Ethos BeathChapman.
“These models allow companies to tap critical expertise while respecting the lifestyle preferences of senior professionals. When done well, it is genuinely a win-win arrangement,” she notes.
With the support of the PTRG and open dialogue with their employers, senior workers can stay employable, pursue flexible roles that fit their lifestyle and changing priorities, and continue contributing in meaningful and sustainable ways.
