Why hiring older workers in Singapore makes sense

Older workers in Singapore often face unfair stereotypes that paint them as less productive, resistant to change or a financial burden.

These misconceptions hinder hiring opportunities and shape workplace policies that disadvantage a crucial segment of the workforce.

The reality, however, is far different.

With the help of NTUC U PME Career Coach Herjeet Singh, let’s debunk these outdated beliefs.

Myth #1: Older workers are less productive

One of the most persistent myths is that older workers are less efficient and slower in their tasks.

In truth, experience and reliability are among the greatest strengths older employees bring to the workplace.

Herjeet shared: “Older workers often bring in their experiences, refined processes, strategic thinking and a wealth of problem-solving skills that can enhance productivity. Many studies show that diverse teams, including those with a mix of ages, outperform homogenous teams due to the blend of experience and fresh perspectives.”

Companies that embrace a multi-generational workforce benefit from a balanced mix of knowledge and innovation. This can also contribute to business growth.

Moreover, older employees can mentor younger colleagues, providing guidance based on decades of industry expertise.

This knowledge transfer fosters a more cohesive and skilled workforce.

Besides bringing their skills and mentorship abilities to the table, Herjeet believes that older workers “often possess strong work ethics, resilience, and the ability to navigate complex workplace situations.”

Myth #2: Older workers struggle with technology

Another common misconception is that older workers cannot keep up with technological advancements.

While some may require more time to adapt, many willingly and actively seek opportunities to upskill and remain relevant – a sentiment also shared by Herjeet.

“With the right training and support, they can quickly adopt new technologies. Their disciplined approach to applying new tools can lead to consistent and reliable results.

“It’s also important to note that technology adoption is more about mindset than age,” he said.

Since 2019, NTUC has been proactive in supporting workforce digital transformation through initiatives like its Company Training Committee (CTC).

CTCs help facilitate tailored training programmes within firms, assisting workers—including older employees—in integrating digital tools into their daily work.

As a result, many older workers have embraced digitalisation, mastering new software and automation tools to enhance their productivity.

Myth #3: Older workers are a cost burden

Some employers hesitate to hire or retain older workers, fearing higher wages and healthcare costs.

However, retaining experienced employees is often more cost-effective than frequently hiring and training new ones.

High turnover rates can lead to significant business disruptions, whereas retaining institutional knowledge ensures stability and efficiency.

“While older workers might come with a higher initial salary, the return on investment can be substantial,” said Herjeet. “Older workers often require less training, make fewer mistakes, and contribute to a positive workplace culture through mentorship and stability.”

Herjeet would rather employers consider the long-term value and impact on the organisation’s performance of hiring older workers, rather than focusing solely on upfront costs.

Additionally, Government initiatives like the Senior Employment Credit, which offers financial support to companies that hire older workers, help to offset employment costs and encourage their continued participation in the workforce.

A change in mindset

NTUC continues to champion and advocate age-friendly work policies that ensure older employees can continue to contribute meaningfully.

Initiatives such as job redesign, flexible work arrangements, and workplace ergonomics have enabled companies to create an inclusive environment where employees of all ages can thrive.

It is time to move beyond outdated stereotypes and recognise the invaluable contributions of older workers.

Employers must embrace a mindset shift and leverage the strengths of a multi-generational workforce.

Likewise, older workers should take full advantage of training programmes and workplace support to stay competitive.

Herjeet urges companies not to let age stereotypes cloud their judgement.

He said: “Older workers bring not only expertise but also mentorship, helping to bridge skill gaps and uplift younger talent. By fostering an age-diverse workforce, you create a culture of learning and resilience that drives innovation and sustainable growth.”

As for older workers, Herjeet assures that their age is an asset.

“The knowledge, insights, and resilience you’ve gained over the years are qualities many employers value. Stay confident, keep your skills sharp, and do not hesitate to showcase your achievements and adaptability,” he shared.

About Herjeet Singh

Herjeet Singh is a committed and impactful career coach, guiding professionals toward career success with confidence and clarity.

Passionate about mentorship and growth, he helps individuals unlock their potential, sharpen their skills, and thrive in an ever-changing job market.

He was also recently featured in Conglomerate Magazine’s special edition, “The Most Impactful Career Coach in Singapore for 2025.”

Are you a senior worker looking for employment? Reach out to NTUC’s e2i (Employment and Employability Institute) for job matching, career guidance services and more!