In the Philippines, turning 65 is often regarded as the end of the road when it comes to formal employment. Mandatory retirement, whether enshrined in law or enforced through deeply rooted workplace culture, places a ceiling on the contributions of our older citizens. But this age-based limit—while intended to give way to younger workers—is increasingly being recognized for what it truly is: a quiet form of discrimination.
“The retirement limit of 65 years of age is a form of discrimination,” said a prominent senior advocate recently. “This means that our class – the senior citizens – cannot compete with younger generations. But this is not true.” And it isn’t. Countries like Japan, South Korea, and the United States are moving beyond rigid age barriers, allowing workers to continue contributing for as long as they are willing and able. So why shouldn’t the Philippines do the same?
For many older persons, continued employment is not just a financial necessity—it is a lifeline. Work provides structure, a sense of purpose, and social connection. It affirms their worth and identity in a society that often celebrates youth while quietly sidelining the ageing. In a country where pensions are limited and inflation continues to erode savings, allowing older adults to stay in the workforce is not only ethical—it is economically practical.
The good news is that we don’t need to start from scratch. Our local government units (LGUs) already serve as the closest link between older persons and community-based opportunities. They can and should take the lead in promoting age-inclusive employment, starting with part-time roles, flexible schedules, and public service functions that tap into the wisdom and discipline of older workers. Barangay health posts, community outreach programs, disaster preparedness initiatives, and tourism offices could all benefit from the experience and institutional memory of our seniors.
But LGUs can only do so much. The private sector must also step up. Businesses can be encouraged—and incentivized—to adopt more inclusive hiring practices. This includes offering job redesigns to fit the abilities of older workers, like shorter shifts, lighter physical loads, or remote administrative tasks. The government, for its part, should consider increasing tax incentives for companies that hire or retain senior workers. These could be tied to Corporate Social Responsibility (CSR) programs or employee diversity goals.
It’s also time to revisit the laws. While there is progress, much remains to be done in challenging the structural ageism embedded in our employment systems. Age should not automatically disqualify someone from applying for a job, receiving training, or being promoted. A fit and competent 68-year-old should be judged by their skills and not sidelined simply because of the year they were born.
We must also recognize the growing potential of the “silver economy.” Older persons are not just passive recipients of care or government assistance—they are also consumers, caregivers, volunteers, and workers. With proper support, they can fuel economic growth, serve as mentors to younger colleagues, and provide continuity in industries prone to high turnover. Let us not waste the wealth of talent, loyalty, and experience they bring to the table.
Age-friendly employment is not about charity. It is about justice, inclusion, and respect. It’s about rewriting the narrative that life ends at retirement. It’s about offering a second act to those who still have much to give.
The Philippines is ageing—and fast. By 2030, our population aged 60 and over is expected to exceed 12 million. We must act now to ensure that these citizens are not just growing older, but are growing older with dignity, purpose, and choice.
Let us be a country that values every stage of life—not just in words, but in work.
Emiliano “Nano” M. Manahan Jr., an Adamson University alum, is a semi-retired HR consultant with 40 years of experience. He advocates for marginalized groups, publishing books on empowering OFWs, the elderly, and PWDs. Jerome Babate, RN, MBA, PhD, LCLP is a nurse leader. He is based in Australia.
