This one-size-fits-all approach overlooks the civil serviceโs flexible retirement frameworks and works against the governmentโs goals of streamlining and modernising the public sector. It risks undermining the long-term vitality of the civil service by stunting the career progression of young talent.
As Secretary for the Civil Service Ingrid Yeung Ho Poi-yan noted in her remarks to the Legislative Council, Hong Kongโs civil service has adapted to demographic shifts with targeted retirement age reforms: over a decade ago, the government aligned civil service manpower with labour force goals amid ageing trends; 70 per cent of current civil servants have a retirement age of 65 for civilian roles or 60 for the disciplined services. A universal retirement age of 65 thus seeks to fix a largely resolved problem, rendering the phased reforms the government has spent years implementing redundant.
Moreover, departments already have full flexibility to manage staffing through existing employment extension measures, which enable them to retain talent where required. These frameworks are not broken; there is no need to replace them with a one-size-fits-all mandate.
The universal retirement age hike clashes with the administrationโs core civil service strategic goals of streamlining the public sector and prioritising quality over quantity.