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Asia News Network
2 days ago
- Business
- Asia News Network
Extension of current retirement age from 60 to 65 years old should remain optional: Malaysian experts
August 6, 2025 PETALING JAYA – The extension of the current retirement age from 60 to 65 years old should remain optional and fulfil the needs of the performing industries, say experts. Prof Dr Balakrishnan Parasuraman from Universiti Malaysia Kelantan said the extension should only be for important sectors, especially performing ones, but a blanket implementation for all is needed. 'If you want to see Malaysia grow fast, you should allow senior citizens to continue working because they can help bring this country to the next level. 'For example, we have only some 3,000 professors, so we should allow those in this field to continue because they are contributing to research and development, and are passing on their skills and knowledge to others. 'In the civil service, it should be performance-based because you cannot just get rid of someone in this sector easily. Keep the ones who are really helping to shape and change the nation,' said the human resources and industrial relations expert. He said countries like Vietnam, France, Denmark, Japan and Australia have all increased their retirement ages, while Malaysia is just getting into the conversation. Balakrishnan also pointed out that it would be more beneficial to allow senior citizens to fulfil essential roles rather than relying on the younger generation to step up to the challenge. When tabling the 13th Malaysia Plan at Dewan Rakyat recently, Prime Minister Datuk Seri Anwar Ibrahim said that the mandatory retirement age limit would be reviewed. Currently, civil servants must retire at the age of 60. This is also the minimum retirement age for private sector workers under the Minimum Retirement Age Act 2012. National Council of Senior Citizens Organisations Malaysia president Datuk Dr Soon Ting Kueh said that extension of the retirement age should remain optional. 'It makes sense (to extend) because older people have certain experiences that should be preserved and continued; their skills can be passed on to the younger generations. 'Make it an option for folk who want to keep working. For those who want to retire, (the same) should also be allowed,' he said. He added that wanting to extend the retirement age coincides with better health conditions among Malaysians and the country's increasing ageing society. However, Soon pointed out that senior citizens must also keep upskilling and reskilling themselves to suit the current needs of the industries and market. Meanwhile, Federation of Malaysian Business Associations vice-chairman Nivas Ragavan said Malaysia must carefully design policies that ensure both seniors and youth are empowered in the labour market. Raising the retirement age, he said, is just one aspect of the solution – it must be integrated with reskilling frameworks, workplace inclusivity and youth employment strategies. 'There is growing hesitation among the youth about joining certain sectors or accepting lower entry-level salaries. 'On the flip side, older workers need to unlearn and relearn rapidly in today's fast-changing work environment. 'This dual challenge must be addressed through intergenerational workplace policies, flexible employment structures, including part-time or consultative roles for seniors and structured national reskilling programmes specifically tailored for older workers.' In terms of employer readiness, Nivas says most employers are open to hiring seniors if they are skilled, adaptable and healthy. But companies may be reluctant to invest in retraining without government incentives or a clear return on investment, he said. A shared-responsibility model, where both government and employers contribute to reskilling costs, could make this more viable, said Nivas, who is also the Kuala Lumpur and Selangor Indian Chamber of Commerce and Industry president. On May 20, amid rising workforce concerns, Minister in the Prime Minister's Department (Law and Institutional Reform) Datuk Seri Azalina Othman Said suggested raising the minimum retirement age from 60 to 65. Following this, Anwar acknowledged the importance of the proposal to raise the mandatory retirement age, stating that it requires comprehensive study before any decision is made. In response, Human Resources Minister Steven Sim said they are currently reviewing the proposal. He added that the matter is being examined by a special committee to seek input and feedback from stakeholders, especially the public sector, workers and employers, during the study to ensure compliance with international best practices. But the Congress of Unions of Employees in the Public and Civil Services (Cuepacs) urged the government to provide civil servants the option to still retire at 60 if it plans to raise the mandatory retirement age to 65. Its secretary-general Abdul Rahman Mohd Nordin said while raising the retirement age may offer certain benefits, it could pose health, mental and physical challenges for some.
The Star
6 days ago
- Politics
- The Star
Knowledge doesn't ever retire
ON Aug 6, the Chief Secretary to the Government, Tan Sri Shamsul Azri Abu Bakar, announced that the Public Service Department will conduct an in-depth study on raising the mandatory retirement age for civil servants from 60 to 65 (online at The Star's report on expert insights on this issue ('The higher the retirement age, the better? It depends', Aug 6; online at points towards a deeper opportunity. Universiti Malaysia Kelantan's Prof Balakrishnan Parasuraman advocates performance-based extensions for sectors like the 3,000 professors contributing to research, noting 'in the civil service, it should be performance- based'. The National Council of Senior Citizens Organisations' Dr Soon Ting Kueh wants optional retirement to preserve 'experiences that should be continued'. Prime Minister Datuk Seri Anwar Ibrahim's 13th Malaysia Plan acknowledges that 'financial implications and job market dynamics' must be considered.
The Star
05-08-2025
- Business
- The Star
The higher the retirement age, the better? It depends
PETALING JAYA: The extension of the current retirement age from 60 to 65 years old should remain optional and fulfil the needs of the performing industries, say experts. Prof Dr Balakrishnan Parasuraman from Universiti Malaysia Kelantan said the extension should only be for important sectors, especially performing ones, but a blanket implementation for all is needed. 'If you want to see Malaysia grow fast, you should allow senior citizens to continue working because they can help bring this country to the next level. 'For example, we have only some 3,000 professors, so we should allow those in this field to continue because they are contributing to research and development, and are passing on their skills and knowledge to others. ALSO READ : Is there a 'right' retirement age? 'In the civil service, it should be performance-based because you cannot just get rid of someone in this sector easily. Keep the ones who are really helping to shape and change the nation,' said the human resources and industrial relations expert. He said countries like Vietnam, France, Denmark, Japan and Australia have all increased their retirement ages, while Malaysia is just getting into the conversation. Balakrishnan also pointed out that it would be more beneficial to allow senior citizens to fulfil essential roles rather than relying on the younger generation to step up to the challenge. When tabling the 13th Malaysia Plan at Dewan Rakyat recently, Prime Minister Datuk Seri Anwar Ibrahim said that the mandatory retirement age limit would be reviewed. Currently, civil servants must retire at the age of 60. This is also the minimum retirement age for private sector workers under the Minimum Retirement Age Act 2012. National Council of Senior Citizens Organisations Malaysia president Datuk Dr Soon Ting Kueh said that extension of the retirement age should remain optional. 'It makes sense (to extend) because older people have certain experiences that should be preserved and continued; their skills can be passed on to the younger generations. ALSO READ : Govt to study 'retirement at 65' proposal 'Make it an option for folk who want to keep working. For those who want to retire, (the same) should also be allowed,' he said. He added that wanting to extend the retirement age coincides with better health conditions among Malaysians and the country's increasing ageing society. However, Soon pointed out that senior citizens must also keep upskilling and reskilling themselves to suit the current needs of the industries and market. Meanwhile, Federation of Malaysian Business Associations vice-chairman Nivas Ragavan said Malaysia must carefully design policies that ensure both seniors and youth are empowered in the labour market. Raising the retirement age, he said, is just one aspect of the solution – it must be integrated with reskilling frameworks, workplace inclusivity and youth employment strategies. 'There is growing hesitation among the youth about joining certain sectors or accepting lower entry-level salaries. 'On the flip side, older workers need to unlearn and relearn rapidly in today's fast-changing work environment. 'This dual challenge must be addressed through intergenerational workplace policies, flexible employment structures, including part-time or consultative roles for seniors and structured national reskilling programmes specifically tailored for older workers.' In terms of employer readiness, Nivas says most employers are open to hiring seniors if they are skilled, adaptable and healthy. But companies may be reluctant to invest in retraining without government incentives or a clear return on investment, he said. A shared-responsibility model, where both government and employers contribute to reskilling costs, could make this more viable, said Nivas, who is also the Kuala Lumpur and Selangor Indian Chamber of Commerce and Industry president. On May 20, amid rising workforce concerns, Minister in the Prime Minister's Department (Law and Institutional Reform) Datuk Seri Azalina Othman Said suggested raising the minimum retirement age from 60 to 65. Following this, Anwar acknowledged the importance of the proposal to raise the mandatory retirement age, stating that it requires comprehensive study before any decision is made. In response, Human Resources Minister Steven Sim said they are currently reviewing the proposal. He added that the matter is being examined by a special committee to seek input and feedback from stakeholders, especially the public sector, workers and employers, during the study to ensure compliance with international best practices. But the Congress of Unions of Employees in the Public and Civil Services (Cuepacs) urged the government to provide civil servants the option to still retire at 60 if it plans to raise the mandatory retirement age to 65. Its secretary-general Abdul Rahman Mohd Nordin said while raising the retirement age may offer certain benefits, it could pose health, mental and physical challenges for some.
The Sun
02-05-2025
- The Sun
‘Silent firing' sparks legal poser over workplace practice
PETALING JAYA: The practice of 'silent firing' is drawing attention on social media as questions arise over whether it is legally permissible or could be considered constructive dismissal under Malaysian employment law. Growing concerns over workplace fairness and job security have fuelled the debate. Universiti Malaysia Kelantan's professor of human resource management and industrial relations Prof Dr Balakrishnan Parasuraman has warned that silent firing – where employees are systematically pushed out through isolation, lack of opportunities or deliberate neglect – may amount to constructive dismissal under Malaysian law. 'Depending on the circumstances, this can indeed fall under constructive dismissal. Constructive dismissal means the employee ends the contract themselves due to unfair treatment. 'They feel forced to resign because the working environment becomes intolerable. While not common, it does happen, especially in SMEs or companies lacking proper human resource structures,' he said. In contrast, he noted that larger corporations typically offer voluntary separation schemes or mutual separation schemes as legal and fair exit routes. Employees who believe they are victims of constructive dismissal can bring their case to the Labour Department. If conciliation fails, the matter may proceed to the industrial court. 'It's important for employees to understand that they have legal options. They can seek advice and, if necessary, take the matter to arbitration.' Malaysia's legal framework, particularly the Employment Act 1955 and the Industrial Relations Act, provides protection regardless of age, race, gender or religion. An amendment to the Employment Act in 2022 introduced an anti-discrimination clause, further strengthening protections across Peninsular Malaysia, Sabah and Sarawak. Although silent firing is not explicitly defined in legislation, any act that causes an employee to feel sidelined or unfairly treated without due process could constitute a breach of the law. 'No employee should be demoted, dismissed or pressured to resign without following proper procedures. That includes conducting domestic inquiries, giving sufficient notice and maintaining documented performance appraisals.' Balakrishnan said performance issues are often cited in such cases but these must be addressed fairly. 'Yes, employees might underperform due to health or personal reasons, especially as they age. But that doesn't justify pushing them out without explanation or support. 'If performance is a concern it must be evaluated fairly, with proper documentation and opportunities for improvement.' Drawing from his comparative research, he pointed to workplace models in Japan where some companies operate seven days a week – five days with younger staff and two days with older workers. 'This balance keeps all generations engaged and helps reduce age discrimination. We need similar inclusive strategies here.' He also urged the government to consider raising the retirement age to 65 and introducing policies that support the reintegration of older workers, especially those from low-income backgrounds. 'It's not just about economic survival, it's about dignity, contribution and national progress.' On the recent launch of a one-stop centre at the Human Resources Ministry in Putrajaya, Balakrishnan praised the move as a step in the right direction. 'This is a good initiative. Employees must know their rights and the government must actively protect them, especially those vulnerable to silent dismissals.' He called for tripartite cooperation between employers, trade unions and the government. 'We must prioritise employee welfare, and make Malaysia a progressive and happy place to work.' Meanwhile, a Malaysian employee who wished to remain anonymous shared that after breaking his ankle and becoming unable to perform certain tasks, his hours were gradually reduced until he was no longer scheduled at all. 'It felt like I was being pushed out,' he said. 'When I gave my two-week notice, my name was immediately removed from the roster. I was already leaving, but the way they handled it was disheartening.' Another employee said he was excluded from key virtual meetings while working remotely and later reprimanded for being 'late' to sessions he was never invited to. 'My boss kept hinting I should come into the office, even though he knew about my health condition. I had to rely on others for support.' He noted that after his manager was reassigned, the situation improved.
The Sun
01-05-2025
- Health
- The Sun
Toxic workplace driving away younger employees
PETALING JAYA: Malaysian workers are the most likely in the Asia-Pacific region to walk away from toxic workplaces, with nearly six in 10 saying they would resign rather than endure unhealthy environments, according to the Randstad 2025 Workmonitor survey. Universiti Malaysia Kelantan Professor of Human Resource and Industrial Relation, Prof Dr Balakrishnan Parasuraman said awareness of toxic workplace culture has grown significantly over the past decade. This shift, he noted, has been driven by the rise of social media, greater employee consciousness and a growing emphasis on mental health and well-being. 'Previously, toxic behaviours such as bullying, favouritism, poor communication and overwork were often tolerated or normalised. 'But younger generations entering the workforce are pushing for greater accountability and healthier work environments,' he said. He added that the Randstad report reflects rising demand for more human-centric work cultures that prioritise work-life balance, a sense of belonging and supportive leadership. 'Today's employees are more likely to quit than tolerate toxic work conditions because they're more aware of how such environments can harm their mental health, careers and relationships. Personal well-being is now a top priority,' he said. The rise of remote work and increased job mobility have also given employees more options, empowering them to seek better workplaces. 'Cultural shifts, especially among millennials and Gen Z, have led to a stronger push for better working conditions. 'These generations are more vocal about their expectations and are helping to drive change. 'Social media also allows employees to share experiences and find support, making it easier to leave toxic environments. Moving to healthier workplaces boosts morale and enhances a company's reputation,' he said. The Randstad 2025 Workmonitor survey, which polled 503 respondents in Malaysia, revealed that 59% had either left or would consider leaving a job due to a toxic workplace culture. Workplace culture emerged as a key factor influencing employee retention and career decisions. Nearly half (48%) of Malaysian respondents said they would reject job offers from companies that do not actively promote a healthy, positive work environment. This sentiment is particularly strong among younger and mid-career professionals, with 59% of Gen Z and 50% of Gen X respondents expressing this view. Meanwhile, Malaysian Employers Federation president Datuk Dr Syed Hussain Syed Husman said no employer wants a toxic workplace, as such an environment is unsustainable for both businesses and workers. 'No organisation can survive in a toxic environment. So using the term 'unwillingness to address' is inaccurate. 'Employers strive to create workplaces that are dynamic, positive and healthy.' Syed Hussain said employers shape a culture of positivity through training programmes that instil both values and skills. 'When hiring, employers assess both the candidate's values and skill sets to ensure alignment with the organisation,' he said. He added that tools like employee satisfaction surveys and 360-degree reviews help employers identify and address workplace issues. However, he noted that employees often do not raise concerns when given the chance, which can delay resolution. 'No employer will wait long to resolve a toxic environment because such issues affect the entire organisation's health. Employees should feel encouraged to report toxic behaviours through the proper channels,' he said. On mental health, Syed Hussain said most employers aim to provide a safe and healthy work environment as it directly influences productivity. 'Many medium and large companies have dedicated health and safety departments. While smaller SMEs may lack the resources for such departments, no employer wants to cut costs in this area,' he added.
