MOM’s current re-employment guidance says employers must offer re-employment to eligible employees reaching the applicable retirement age, up to the re-employment age of 69. The increase to 69 took effect on 1 July 2026. Eligibility includes specified citizenship or residency, service, performance and fitness conditions; check the complete guidance for your situation.

A useful conversation needs more than an age and a proposed end date. Both sides should understand the work being discussed and the process that applies.

Prepare a factual role summary

List your current responsibilities, working pattern, key relationships and tasks that require specialist knowledge. Identify what you want to continue doing and where a change in workload or support could help. Keep the discussion focused on the actual role rather than assumptions about what older employees want.

An employer can prepare the same information from the operational perspective. Where several managers depend on the role, resolve conflicting expectations before presenting a proposal to the employee.

Review the proposed arrangement carefully

Ask about responsibilities, hours, pay basis, reporting line, duration and review points. If the proposal differs from the existing role, ask which duties are changing and why. Important terms should be clear in the written documents.

For example, reducing scheduled hours may require a different handover process or clearer limits on availability. Simply changing the hours while leaving every existing responsibility untouched can create confusion. Discuss what the arrangement means in practice.

Agree next steps and ownership

Record what was discussed, which points remain open and who will respond. A useful follow-up might say: “We discussed a revised working pattern and the responsibilities it would cover. Please confirm the proposed terms and the date for our next review.”

Do not treat silence as agreement or assume that an informal conversation replaces the applicable process. If the parties disagree about eligibility or an offer, review the official guidance and seek appropriate assistance promptly.

Questions worth bringing

  • Which eligibility requirements have been considered?
  • What role and working arrangement are proposed?
  • What training, equipment or adjustments would support the work?
  • Which terms need written clarification?

The current retirement-age guide and the future 2029 announcement address related questions. Keep those timelines distinct from the individual re-employment discussion you need to resolve now.

Official source and next step

Checked on 27 October 2026. Read the official guidance before acting, including its eligibility rules and exceptions. This article explains general information and practical preparation; individual employment or pass decisions may need qualified advice. Explore opportunities.