What Singapore’s retirement age is, and how it applies to you

What is Singapore’s retirement age in 2026?

Under the Retirement and Re-employment Act (RRA), the minimum retirement age—currently set at 64 for employees born on or after 1 July 1963—aims to offer employment protection for senior workers, mandating employers to offer eligible employees re-employment up to the re-employment age—set at 69 years old. 

This protects you, but it doesn't obligate you. Your employer cannot end your employment before you reach this age—but you're also free to retire earlier if you choose, and reaching this age doesn't force you to stop working either.

Moreover, employers are not allowed to dismiss employees solely on the basis of age. The Workplace Fairness Act, slated to take effect in end-2027, prohibits adverse employment decisions on the grounds of any protected characteristic: 1) age, 2) nationality, 3) sex, marital status, pregnancy status, and caregiving responsibilities, 4) race, religion and language ability, and 5) disability and mental health conditions.

From 1 July 2026, the minimum retirement age depends on your date of birth:

What is the re-employment age in Singapore?

The re-employment age is the age up to which an employer must offer continued employment to an eligible employee who has reached the minimum retirement age. It is currently set at 69 years old for eligible employees.

These are the eligibility requirements as an employee:

• You are a Singapore citizen or Singapore permanent resident
• You have served your current employer for at least 2 years before turning 64 for employees hired at age 55 and above.
• You have satisfactory work performance, as assessed by the employer.
• You are medically fit to continue working.

Where an employer, after a documented review of internal re-employment options, is unable to identify a suitable role, it must either transfer the re-employment obligation to another employer with your agreement, or pay a one-off Employment Assistance Payment (EAP). 

The standard EAP is 3.5 months' salary, subject to a minimum of $6,250 and a maximum of $14,750. A lower EAP of 2 months' salary, subject to a minimum of $4,000 and a maximum of $8,500, applies to employees who have already been re-employed for at least 30 months. The EAP should only be offered as a last resort, after the employer has conducted a thorough review.

How is the minimum retirement age different from your CPF withdrawal age?

The CPF withdrawal age is set independently of the minimum retirement age and the re-employment age, under separate CPF legislation administered by the CPF Board.

At age 55, a CPF Retirement Account (RA) is created, funded first from the Special Account and then the Ordinary Account, up to the individual's Full Retirement Sum (FRS). From that point, a member may withdraw up to $5,000 unconditionally, plus any RA savings above the FRS. 

At age 65, a member may withdraw up to 20% of their RA balance, and separately becomes eligible to begin CPF LIFE monthly payouts, which may be deferred up to age 70 for a higher monthly amount. Raising the minimum retirement age or re-employment age does not alter the CPF payout eligibility age of 65.

Read more: Guide to CPF withdrawal in Singapore

How does the minimum retirement age affect your SRS withdrawals?

The Supplementary Retirement Scheme (SRS) is a voluntary savings scheme that complements CPF savings for retirement. It encourages Singaporeans, Permanent Residents (PRs) and foreigners to build their nest egg by offering attractive tax reliefs on SRS contributions.

SRS withdrawals become penalty-free once a member reaches the statutory retirement age that was in force at the time of their first SRS contribution—defined by IRAS as the "prescribed retirement age."

This age is fixed at the point of first contribution and does not change if the statutory minimum retirement age is later increased. A member who made their first SRS contribution before 1 July 2026 has a prescribed retirement age of 63 for the purposes of that account, regardless of any subsequent increase to 64 or beyond. 

Withdrawals made before the prescribed retirement age are fully subject to income tax and incur an additional 5% penalty, subject to limited exceptions for medical grounds, bankruptcy, or permanent departure from Singapore. Withdrawals made on or after the prescribed retirement age are 50% taxable, and may be spread over a 10-year window from the date of the first such withdrawal. Full mechanics are set out in our guide to the Supplementary Retirement Scheme.

What is Singapore's roadmap to a retirement age of 65 by 2030?

The July 2026 increase forms part of a legislated schedule, first announced by MOM in 2024, to raise the minimum retirement age to 65 and the re-employment age to 70 by 2030. 

At the Committee of Supply debate on 3 March 2026, Senior Minister of State for Manpower Dr Koh Poh Koon stated that more than nine in ten eligible seniors who wish to continue working are currently offered re-employment, and characterised the schedule as intended to extend the working lives of older employees in line with rising life expectancy.

What are employers' obligations under the RRA?

Employers must not dismiss an employee on the basis of age before that employee reaches the minimum retirement age. On an eligible employee reaching the minimum retirement age, the employer must identify whether the employee qualifies for re-employment, and—as MOM recommends—begin re-employment discussions no less than six months before the employee turns 64, with a formal offer made at least three months before their retirement age. Employees who continue to be employed beyond retirement age without a formal re-employment contract are considered re-employed on their existing terms.

Employers are encouraged, but not required, to set internal retirement and re-employment ages above the statutory minimums, provided these are documented in the relevant employment contracts. 

However, those who are not offered re-employment and dispute employer’s reasons for it may approach the Commissioner for Labour (COL) online within 1 month after the last day of employment. Those who are offered unreasonable terms and conditions or EAP amount may approach the Tripartite Alliance for Dispute Management (TADM) within six months after the last day of employment.

The statutory retirement age governs your employer's obligations, not your retirement plan

The minimum retirement age determines when your employer's legal obligations toward you change, as well as the prescribed SRS withdrawal age. It does not determine when you can or should retire, nor does it affect your CPF withdrawals and CPF LIFE payouts. 

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Frequently asked questions about Singapore’s retirement age

What is the retirement age in Singapore in 2026? 

From 1 July 2026, the retirement age is 64 for employees born on or after 1 July 1963. Employees born earlier retain a retirement age of 63.

What is the re-employment age in Singapore? 

The re-employment age is 69 for most employees as of 1 July 2026, up from 68. Employers must offer eligible employees renewable one-year contracts up to this age.

Is the CPF payout age the same as the retirement age? 

No. The CPF payout eligibility age is 65 and is set independently by the CPF Board — it does not change when the statutory retirement or re-employment age rises.

What age can I withdraw my CPF savings? 

You can make a first, partial withdrawal from age 55, and a further withdrawal of up to 20%* of your Retirement Account balance from age 65, subject to your retirement sum.

*Applies to CPF members born in 1958 or later. Members born before 1958 follow different withdrawal rules.

Can my employer dismiss me before I reach the retirement age? 

No. Under the Retirement and Re-employment Act, employers cannot dismiss an employee on the basis of age before that employee's statutory retirement age.

Will Singapore's retirement age keep rising? 

Yes. The current increases are part of a legislated roadmap to raise the retirement age to 65 and the re-employment age to 70 by 2030.