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The 32 organisations cover industries including caregiving, financial services, hospitality, manufacturing and security.<\/p>\n
Their plans span job redesign, new models of flexible work arrangements, and career planning and skills upgrading tailored for senior workers.<\/p>\n
Fractional work is among the solutions being trialled. This involves seniors who are experts in their fields offering specialised skills on a part-time basis, at a fraction of the time of a full-time employee.<\/p>\n
For example, the Association of Small and Medium Enterprises is developing a fractional talent model to help SMEs engage senior professionals on a part-time or project basis.<\/p>\n
This is also meant to help the SMEs overcome challenges in attracting and retaining skilled leadership.<\/p>\n
Caregiving platform Homage will trial a pathway to recruit, train and deploy 275 professionals aged 40 and above as basic and specialised care aides and special education teaching assistants.<\/p>\n
Running from October 2025 to September 2026, this will involve developing a practicum-based curriculum, redesigning full-time care roles into fractionalised positions and encouraging social service agencies to hire mid-career workers.<\/p>\n
Traineeships and internships are among the prototypes as well.<\/p>\n
Air cargo handler and caterer SATS is developing part-time internships for mature professionals to re-enter the workforce.<\/p>\n
SBS Transit is exploring a 12-month traineeship programme that exposes mid-career candidates to bus captain and bus operations roles before considering them for permanent positions.<\/p>\n
Flexible work arrangements targeted at senior workers are also being developed.<\/p>\n
Transport provider Tower Transit is designing a rostering policy for bus captains aged 63 to 74 that gives them a balance of regular and less physically demanding shifts.<\/p>\n
It is also developing a “dual vocation” model for older bus captains to alternate between driving and less physically intensive work, and to take on lighter workloads like part-time driving or buddying fellow bus captains who are familiarising themselves with new routes.<\/p>\n
Kampong Kapor Community Services is targeting a gig work programme for social service professionals aged 40 and above. This will involve re-engaging experienced social workers and counsellors through gig roles, also addressing manpower shortages at the same time.<\/p>\n
Multinational corporations like chipmaker Micron Technology and HSBC are also among the participants.<\/p>\n
Micron Technology aims to engage groups like caregivers who returning to work and mid-career and senior workers in advisory roles through a career re-entry programme.<\/p>\n
The programme will feature targeted outreach, structured onboarding and mentoring for these workers, as well as inclusive leadership training for hiring managers.<\/p>\n
HSBC will work on normalising mid-career mobility by supporting mature employees to achieve certification in a different domain of their choice, or to pivot into a different role.<\/p>\n<\/div>\n