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Age-friendly Workplace Practices



1. Many older employees would want to work longer and stay productive if the workplace is conducive and inclusive.  Age-friendly workplaces also help employers attract and retain these employees and tap on their wealth of experience.


2. Age is not a selection criterion used when advertising for, shortlisting or selecting job candidates.

3. A member of the senior management is appointed to champion age-friendly workplace practices.

4. Older employees are trained to perform their jobs effectively.

5. Workplace health programmes1 for older employees are implemented.

6. Jobs and workplaces are designed2 to be age-friendly.

7. Older employees who are not at the maximum of their salary ranges and have satisfactory work performance are given annual increments, if other employees are also given annual increments.

8. Employees are engaged on re-employment issues at least 6 months prior to reaching the retirement age of 62, and for any subsequent extension of the re-employment contract. Employees are offered re-employment contracts at least 3 months before they are to be re-employed, with a duration of at least 1 year.


a) Older employees refer to employees aged 60 and above.

b) Training refer to work-related structured training which includes classroom training, private lessons, workshops, seminars, structured on-the-job training (e.g. training by supervisors or co-workers), e-learning (systematic training programmes via e-platforms), traineeship programmes, apprenticeship training and mandatory courses.

c) Job Redesign refers to the review and reorganisation of job responsibilities, to improve employee productivity and satisfaction. All companies will need to demonstrate that the design of the jobs and workplace meets the following three criteria for the older employees:

i. Easy – makes the work physically easy. These could include the use of larger screen displays, substituting manual strength for mechanical and reducing strenuous activities.

ii. Safe – minimises the risk of injuries at work. These could include the installation of handrails and lights along travel routes, slip-resistant walking surfaces and ergonomic office chairs.

iii. Smart – frees up time for knowledge-based activities. These could include the use of technology to automate routine tasks and re-training of employees to operate machines instead.

Examples include implementing ergonomics intervention programme, briefings on choosing healthier food options, exercise programmes and regular body check-ups

Companies may tap on the WorkPro grants for funding support or refer to the Job Redesign Toolkit to learn more about job redesign.