Page 17 - AEI Insights 2020 - Vol. 6, Issue 1

Furuoka et al, 2020

Country Legislation Highlight

Thailand National Pension Act (2017) Ensure that income security in
old age is guaranteed as a basic
human right, and to strengthen
the old age pension

Singapore Retirement and Re- Employees who turn 62 can
employment Act continue to be employed in the
organisation if they meet the

eligibility criteria of re-
employment
Viet Nam Law on the Elderly (2010) Activities of promoting the
elderly's role
Table 5: National legislation pertaining to the rights of older people.

Removal of barriers and obstacles which serve to exclude and discriminate older people in
workforce should be practiced among ASEAN countries in promoting employment
opportunities for all in ways appropriate to their age and capabilities. Among ASEAN
countries, Singapore is on the lead in preparing their ageing workforce with various measures
including legislations and programmes for older workers. In Singapore, the minimum
retirement age is 62. Based on the Retirement and Re-employment Act, it is a must for
employers to offer reemployment to their employee upon reaching 62 of age to continue
st
working until the age of 67. On 1 July 2012, the re-employment age was raised from 65 to 67
for older workers who wish to work. This age-friendly employment policy by eliminating age
barriers is both timely and indispensable to be adopted in other ASEAN countries as it could
ease the fiscal pressure on pension schemes and health care systems.

Policymakers in ASEAN countries should emphasize in promoting decent work to older people
with flexible employment which includes flexible working hours and working condition. This
can be implemented in the workplace by providing and matching suitable work scopes with
older workers’ potential and physical conditions. Flexible working hours could ensure that
older people could work within their health limitations and physical capacity. ASEAN can
learn from other countries as such flexible work environment becomes the reason for many
individuals in most high-income countries to be able to continue working in old age and attain
work enjoyment (Choi, Ospina, Steger, & Orsi, 2018).
A growing number of countries have started exploring various options to encourage older
people to keep active in the labour market. The majority of older people in ASEAN countries
such as in Thailand, Vietnam and Malaysia are working in agriculture sector, mostly
concentrated in rural areas (Adhikari, Soonthorndhada, & Haseen, 2011; Thanh Long & Thi
Ly, 2015; Wan Ahmad, Ismail, & Rahman, 2011). Expanding the sectors where older people
can work may be an option in ASEAN countries by encouraging various income-generating
opportunities for older persons. For instance, Malaysia has introduced the Silver
entrepreneurship, a strategic initiative in encouraging older people and retirees to embark into
entrepreneurial career (Ahmad, Nasurdin, Halim, & Taghizadeh, 2014). Expanding
employment opportunities could increase the income-generating potential among older people
thus reducing their vulnerability in the society.
In sum, the greying workforce will pose various challenges especially in the formulation of
labour market policies in ASEAN. Many ASEAN countries are still lacking in terms of
legislations pertaining to protecting older people’s rights in the labour market. Proper policies,

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