$26,350 in awards went to a 63-year-old former area manager after a tribunal found his employer wrongfully ended his job and failed to make a valid re-employment offer.
The company had cut his proposed monthly pay to about $4,000 from $6,400, shifted him to a training executive role, and gave him one week to accept while he was on medical leave.
Joel Tan ruled that reaching retirement age did not let the employer terminate him immediately; it still owed two months' notice or pay in lieu, supporting his roughly $11,600 dismissal claim.
The tribunal also said the re-employment offer could not discharge the firm's statutory duty because its six-month term missed the one-year minimum and the rushed process lacked genuine consultation.
The ruling underscores that in Singapore, retirement age alone does not end employment and older-worker re-employment obligations require both a compliant term and a reasonable process.