One Year After the Delayed Retirement Policy: Company Measures Provide Support and Protection for Employees Beyond the Standard Retirement Age

Release time:

2026-01-29

One Year After the Delayed Retirement Policy: Company Measures Provide Protection for Employees Beyond the Standard Retirement Age

Since the implementation of the deferred retirement policy on January 1, 2025, it has now been smoothly in effect for one year. Recently, the Ministry of Human Resources and Social Security explicitly announced that it will issue the "Interim Provisions on the Protection of Basic Rights and Interests of Older Workers," which will serve as a complementary safeguard to the deferred retirement policy, providing stronger policy support for protecting the rights and interests of older employees.

As a construction enterprise, we’ve seen an increasing number of “silver-haired veterans” joining our ranks over the past few years—whether they’re frontline workers on project sites or members of management teams at branch offices. The proportion of employees exceeding the retirement age has been steadily rising. Relying on decades of hands-on experience and solid skills, these seasoned professionals have become the backbone of our company’s development! To align with national policies, safeguard the legitimate rights and interests of older employees, and ensure more compliant employment practices, our company has introduced four core initiatives tailored to the industry’s unique characteristics, thereby strengthening our compliance management defenses.

1. Insurance coverage leaves no blind spots, allowing you to work with greater peace of mind.

Overage employees working on-site at the project have long been covered by the project’s work-related injury insurance. The company has further refined its protection plan by requiring all branch offices at various levels to uniformly provide employer’s liability insurance for overage employees who remain in active positions. The coverage amount will be precisely tailored according to the risk level of each position, comprehensively covering key scenarios such as medical treatment for work-related injuries, disability compensation, and loss-of-earnings allowances, thus ensuring all-round risk protection with no blind spots. At the same time, overage employees are encouraged to voluntarily supplement their coverage with commercial accident insurance, and the company will provide partial subsidies for their premiums. This multi-layered protection system—comprising work-related injury insurance, employer’s liability insurance, and commercial accident insurance—enables every overage employee to feel secure and confident while on duty and at work.

II. Standardize the re-employment agreement to ensure job stability and security.

Previously, during the implementation of the real-name management system, the company had already signed standardized employment agreements with all overage workers on the project frontlines, clearly defining the rights and obligations of both parties, thus providing these frontline employees who are above the retirement age with much-needed reassurance. Starting from January 2026, rehired personnel aged over the retirement age among the branch office’s management team will also uniformly sign rehire employment agreements! By putting rights and obligations in black and white, we’re ensuring greater job stability and giving everyone greater peace of mind.

3. Salary payments are “clear and transparent,” ensuring that labor compensation is securely in your pocket.

Abandoning the previous crude wage-disbursement model, the company now clearly defines wages as comprising basic salary, allowances, bonuses, and other components. Each component’s calculation criteria and disbursement schedule are communicated to employees well in advance. Wages are paid in full via bank transfer every month, and detailed pay statements are promptly made public, effectively eliminating any instances of wage arrears or deductions. This ensures that the labor compensation of older employees is securely and reliably delivered to their accounts.

4. Services “warm hearts”—there are channels for communicating requests and concerns.

The company has specially established a service hotline dedicated to the rights and interests of employees who have exceeded the standard retirement age. If you have questions about policies, would like to consult about your rights and benefits, or encounter disputes that require mediation, feel free to reach out to the company. The company will collect your feedback and suggestions, and closely monitor the implementation of policies related to insurance enrollment and salary payments. No matter what challenges you face, the company will step in to coordinate and resolve them for you, ensuring that every employee beyond the standard retirement age feels the care and support of the enterprise!

Under the deferred retirement policy, the wealth of experience possessed by employees who have exceeded the standard retirement age remains a valuable asset for the company’s development. Moving forward, the company will continue to closely monitor policy developments and constantly refine its management measures for older employees—ensuring compliance and peace of mind in employment practices while also making every older employee feel respected and valued in their roles, thus collectively contributing to the company’s steady growth. (Human Resources Department)

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