By Ayodeji IBILEYE
Public policy is often judged not only by its intentions but by its outcomes. The recent adjustment of the retirement age to 65 years and 40 years of service falls squarely into this category. While conceived as a means of retaining experience and stabilising the public service, the policy raises important questions about employment access, workforce renewal, and the health and dignity of ageing workers.
Nigeria today faces a demographic paradox. The country has one of the youngest populations in the world, yet youth unemployment and underemployment remain persistently high. Past labour force surveys have shown that more than one-third of young Nigerians struggle to find stable employment when unemployment and underemployment are combined. In this context, delaying retirement inevitably slows job turnover—one of the few natural mechanisms through which vacancies are created in the public sector.
As labour economist Dr. Ayo Teriba once noted, “Employment growth does not occur in isolation; it depends on how fast new opportunities open up relative to the number of people entering the labour market.” When retirement is postponed, entry points narrow and competition intensifies—often at the expense of younger, qualified candidates.
Supporters of the policy rightly emphasise the value of experience. Indeed, institutional memory, mentorship, and professional maturity are assets no organisation should discard lightly. However, experience does not vanish at retirement. International best practice shows that knowledge transfer is most effective through structured succession planning, advisory roles, and mentorship programmes rather than prolonged full-time tenure.
Evidence from labour studies in Europe suggests that raising statutory retirement ages without complementary job-creation measures can reduce employment opportunities for younger workers, particularly in economies with limited private-sector absorption. Nigeria’s labour market, already under strain, is unlikely to be immune to this effect.
Beyond employment concerns lies the less discussed but equally important issue of health and wellbeing. Ageing is not merely a number; it is a biological reality. Many workers approaching their sixties contend with chronic conditions such as hypertension, diabetes, arthritis, and declining stamina. According to the World Health Organisation, the prevalence of non-communicable diseases increases significantly after age 55, especially in low- and middle-income countries with limited access to preventive healthcare.
A senior public health expert recently observed that “Extending working life without strengthening healthcare and workplace flexibility risks turning employment into a health liability rather than a source of dignity.” In a country where life expectancy remains relatively modest and out-of-pocket health spending is high, prolonged exposure to work-related stress can have serious consequences.
It is also important to recognise an uncomfortable truth: many workers are not reluctant to retire because they love work too much, but because retirement itself feels unsafe. Weak pension administration, delayed payments, and inadequate post-retirement healthcare make continued employment appear less risky than exit. Extending the retirement age, therefore, treats the symptom rather than the cause.
Globally, countries grappling with ageing workforces are adopting flexible retirement models—allowing phased exits, part-time service, or post-retirement consultancy—while simultaneously investing in youth employment, skills development, and pension security. The International Monetary Fund has noted that ageing populations can be an opportunity “only when policies support both older workers and new labour market entrants.”
Nigeria’s development goals require a careful balance: protecting the welfare of older workers while deliberately creating space for the next generation. A labour policy that tilts too far in either direction risks social tension and economic stagnation.
Ultimately, a nation cannot indefinitely postpone renewal. Sustainable progress depends on planned transitions—where experience is honoured, health is protected, and opportunity is shared across generations. The conversation on retirement reform should therefore continue—not as a contest between age groups, but as a collective effort to design a system that works for all.