Is Retirement Age Ageist?
In a rapidly evolving world where work dynamics and longevity are continuously shifting, the concept of retirement often ignites heated debates. Traditionally viewed as a well-deserved rest after decades of labor, retirement is increasingly scrutinized for its ageist implications. As society grapples with an aging population and longer life expectancies, we must ask ourselves: is retirement merely a societal construct reinforcing stereotypes about aging, or does it serve a genuine purpose in our lives? This blog post aims to explore this complex concept.
Retirement is traditionally defined as the stage in life when an individual permanently leaves the workforce, typically after reaching a certain age, to enjoy a period of rest and leisure. This transition often involves ceasing regular employment and accessing various financial resources, such as pension benefits, social security, or personal savings, to support one’s lifestyle post-employment.
The idea of retirement and state pensions was first established in 13 BC by Augustus for military veterans who had served in the legions for a minimum of 16 years, with 4 additional years in the reserves. However, our modern understanding of retirement was introduced in 1881 by Otto von Bismarck, the former Chancellor of the German Reich. Initially, this policy was designed in response to the growing popularity and power of Marxist movements. By the mid-1800s, the concept of retirement had spread worldwide. In the U.S., certain municipal employees, such as teachers, police officers, and firefighters, began receiving public pensions upon reaching retirement age.
Contrary to the title, I do not believe that the notion of retirement or a government-mandated retirement age is inherently ageist. However, I do contend that our current understanding of retirement is outdated. Firstly, the global population is rapidly aging, particularly in economically developed regions such as Europe, Hong Kong, and Japan. Yet, the traditional retirement age in many countries remains largely unchanged since the mid-60s. For example, in the U.S., the current recommended retirement age is 67, which is two years older than when it was first established in 1935. Meanwhile, the average age of the labor force has increased at a higher rate. Although specific data on the average age of the labor force in 1935 is lacking, the 1950 census recorded an average age of 37.7 years. By the 2024 census, that age has risen to 42.2 years—a nearly five-year increase, surpassing the more than two-year increase in the recommended retirement age over the past 90 years.
Secondly, people are leading healthier lives than ever before, and many find themselves capable and eager to continue working or pursue new ventures well beyond the conventional retirement milestone. The nature of jobs has also evolved dramatically; in the past, most jobs were physically demanding, leading individuals to experience physical decline more rapidly. Today, less than 40% of jobs are physically demanding, allowing people to work into later years. Furthermore, the rise of flexible work arrangements, such as freelancing and remote jobs, enables individuals to transition to retirement at their own pace rather than adhering to a strict timeline. Growing financial pressures—stemming from rising living costs and insufficient savings—force many to extend their working years for economic security. Coupled with an evolving workforce landscape and changing values among younger generations who prioritize meaningful engagement over mere cessation of work, it becomes clear that retirement should be reconceived as a fluid and personalized journey rather than a rigid endpoint defined solely by age.
During our speaker session with Josephine Cheng, we explored the rising popularity of mini-retirements. This concept refers to taking extended breaks from traditional work schedules to recharge, pursue passions, or explore new opportunities, rather than adhering to the conventional notion of working continuously until reaching a fixed retirement age. Often likened to a gap year for adults, mini-retirements allow individuals to prioritize personal fulfillment and well-being while still engaging in their careers. This flexible approach enables people to experience life more fully, encouraging travel, the acquisition of new skills, and investment in hobbies—ultimately reshaping their understanding of work-life balance and retirement.
Perhaps it is time to redefine what retirement means. As the nature of work continues to evolve and the population ages, our understanding of retirement must adapt as well. The traditional definition no longer aligns with the reality of modern retirement, and the notion of retirement should not be constrained by age. While a retirement age serves as a useful guideline for when individuals should consider leaving their jobs permanently, the modern interpretation of retirement should increasingly emphasize flexibility and personal choice. Some may opt for phased retirement, continuing to work part-time or engaging in different pursuits, while others explore concepts like mini-retirements, prioritizing experiences and well-being over a fixed endpoint to their working lives. Ultimately, retirement is becoming less about simply stopping work and more about creating a fulfilling, balanced life. Moreover, a mandatory retirement age may suggest that older individuals are not only declining but somehow less valuable than their younger counterparts. As Josephine Cheng stated during our session, retirement should be defined as the point when someone no longer needs to rely on a regular salary to sustain their lifestyle. I find this perspective more compelling than the traditional view that retirement aligns with a fixed number of years worked or a specific age.
By reframing our understanding of retirement and its age criteria, we can create a more inclusive society for older adults while encouraging current and future workers to plan both financially and physically for the retirement they desire.
For more insights on the future of aging, visit our website: www.thefutureofaging.org.
To learn more about Josephine Cheng’s speaker session, click here.
