Retirement reform must include laws to tackle age discrimination, govt told

Malaysian Healthy Ageing Society vice-president Dr Wong Teck Wee said that in Malaysia, age discrimination at the workplace exists both structurally and culturally.

PETALING JAYA: Any move to raise the retirement age must go hand in hand with stronger legal protections against workplace age discrimination, say an NGO advocating healthy ageing and an employers’ group.

Malaysian Healthy Ageing Society vice-president Dr Wong Teck Wee said the government would do well to emulate the UK’s Equality Act which outlaws age-based discrimination.

Dr Wong Teck Wee.

The Act, introduced in 2010, makes age one of nine “protected characteristics” and covers various employment stages—recruitment, training, promotion, redundancy and dismissal.

It prohibits treating someone less favourably due to age—such as rejecting applicants for being “too young” or “too old”—and includes indirect discrimination through unjustified age-biased policies.

The law also protects against unfair treatment of those who complain about age discrimination or support someone else’s complaint.

Wong said that in Malaysia, age discrimination at the workplace exists both structurally and culturally.

“Many job advertisements still specify age limits such as ‘under 35 preferred’. Retrenchments often target older workers first, and perceptions that they are slower, less tech-savvy, or more costly still persist,” he told FMT.

On Wednesday, former Swedish prime minister Fredrik Reinfeldt called for employee retirement models to be reshaped in line with longer life expectancies and to sustain pension systems.

Last month, law and institutional reform minister Azalina Othman Said proposed that the government study extending the retirement age to 65, saying many retiring employees remain active and capable well into their 60s.

In 2014, Malaysia raised the retirement age to 60 for both the public and private sectors, up from 58 and 55, respectively. The move was aimed at providing financial support for the elderly while promoting healthy, active ageing.

The Malaysian Employers’ Federation (MEF) acknowledged that age discrimination in Malaysian workplaces exists both overtly and subtly, although the extent and impact may vary by industry, organisational culture, and workforce structure.

Syed Hussain Syed Husman.

MEF president Syed Hussain Syed Husman called for age to be a ground for protection under the Employment Act or through a dedicated anti-discrimination framework, with clear guidelines for employers.

He also said that employers must adopt age-neutral recruitment and promotion policies, supported by competency-based selection criteria.

“Stereotyping and exclusion in team dynamics or promotional decisions are often driven by age-based assumptions rather than merit,” he said, adding that employers should provide structured diversity and inclusion training that covers age-related bias and its impact.

Another area where age discrimination may occur, he said, is in the limited training or career development opportunities offered to older employees, based on false assumptions about their adaptability or productivity.

He urged employers to provide continuous learning for older employees in digital, communication, and customer-facing skills, using age-appropriate methods like slower-paced modules, coaching and blended learning.

“Creating age-friendly workplaces is not only a matter of inclusivity, but a strategic imperative to retain institutional knowledge, address labour shortages, and support productive ageing.”