Bangladesh’s job market stands at a critical crossroads, where young graduates face daunting odds and an aging workforce holds onto limited opportunities. High youth unemployment, session delays in education, and the overwhelming preference for stable government jobs have created a unique set of challenges. At the center of these issues lies the ongoing debate over extending age limits for public sector entry and retirement—a conversation that encompasses economic, social, and demographic factors. The decision will shape the future of the workforce and must balance the needs of both current and future generations.
One pressing issue that places students at a disadvantage in the job market is ‘session delay,’ where academic schedule disruptions cause students to graduate later than expected. Many reach the age of 27 or 28 before completing their degrees1234, leaving them with only a brief window of eligibility for entry-level government exams due to the current age limit. To address this, a comprehensive solution involving a substantial extension of the age limit is essential, giving these students a fair opportunity to compete. Additionally, extending the age limit would allow individuals pursuing higher degrees abroad to remain eligible for public sector jobs upon their return, encouraging more candidates to seek advanced education, such as a Master’s or Ph.D. This, in turn, would contribute to a more skilled and qualified workforce, driving national development forward. Developed nations often impose higher or no age limits for government job entry, seeing such restrictions as talent barriers. By extending the age limit, Bangladesh would better align with global practices. Importantly, this reform is not about pitting older generations against younger ones, but rather ensuring fair competition, considering factors such as session delays and international standards. It’s crucial to remember that extending the age limit only provides an opportunity to compete, not a guaranteed job.
A major concern for job seekers is the increasing number of applicants for entry-level government positions. Many worry that raising the age limit will lead to higher unemployment or an overwhelming influx of candidates. However, competitive exams for positions like the Bangladesh Civil Service (BCS) primarily assess knowledge, focus, and dedication—qualities that are not dependent on age. These exams evaluate academic knowledge and analytical skills typically acquired at the secondary and higher secondary levels, with professional experience playing a lesser role. Therefore, success depends more on preparation than the number of applicants, indicating that extending the age limit wouldn’t change the competition’s core nature. Furthermore, age is not a reliable indicator of candidate quality. Notably, younger candidates (aged 23–25) often perform better (according to the statistics of Bangladesh Public Service Commission5), likely due to their recent academic exposure and fewer personal responsibilities. In contrast, older candidates tend to face greater life obligations, such as jobs and families, which can hinder their preparation.
One of the main arguments against increasing the age limit is the concern that it will lead to delays in the job market, with graduates opting to wait for government jobs instead of exploring private-sector opportunities. However, this perspective overlooks the significant potential of the private sector to absorb talent. Currently, many graduates compete for limited government positions due to a lack of appealing alternatives. By enhancing job security, offering competitive salaries, and providing clear career progression in the private sector, the government can encourage graduates to seek employment outside the public sector. This approach will alleviate pressure on government positions and reduce the likelihood of graduates waiting for public sector jobs. Moreover, promoting entrepreneurship through support programs can create additional job opportunities, allowing graduates to forge their own paths rather than waiting for government vacancies. As the private sector becomes more robust and attractive, extending the age limit will be part of a comprehensive strategy to foster a dynamic job market, enabling both older and younger job seekers to thrive.
Beyond the age limit, one of the most pressing issues in the recruitment process is the irregularity of exams and the lack of transparency in public sector hiring. Problems such as question leaks and inconsistent exam schedules have undermined public trust in the system. Ensuring that the recruitment process is transparent, fair, and consistently scheduled would benefit candidates of all ages. Meritocracy must remain at the heart of government job recruitment, ensuring that deserving candidates succeed regardless of their age. Additionally, job-hopping—where applicants migrate to other positions in search of better opportunities—can contribute to employment challenges. While it may not directly cause unemployment, it can create vacancies that take time to fill, leading to temporary inefficiencies in the job market. Introducing restrictions on job changes in the government sector, particularly within certain grade ranges, could be a viable solution to reduce turnover and promote stability. If carefully implemented, such restrictions would encourage employees to commit to their positions for a reasonable period before being allowed to switch roles or departments. This strategy could help retain talent and minimize frequent job-hopping within the public sector.
Extending the retirement age by 3–6 years in a single step could slow workforce turnover, limiting opportunities for younger generations and creating bottlenecks in career progression, particularly in government roles where promotion heavily relies on seniority. This stagnation may lead to frustration among younger employees and further exacerbate youth unemployment. If older employees remain in the workforce longer, younger workers may face limited advancement opportunities, potentially hindering economic growth and flexibility. However, targeted, sector-specific reforms could address these concerns. For instance, extending the retirement age in fields like education, healthcare, and policymaking—where the experience of older workers is invaluable—could prove beneficial. In these sectors, older employees play a critical role in mentoring younger workers and passing down expertise, making their retention a valuable asset.
Currently, the entry age for government positions is 30, with a retirement age of 59 (32 for some groups, and retirement at 60). A reasonable first step could be to extend the entry age to 35. Implementing a uniform retirement age of 60, with gradual extensions to 62 or 65 in sectors where experience is vital, could be accomplished by increasing the retirement age by one year every three years. This approach would help prevent job stagnation while ensuring a balanced transition in the workforce. Pension reform is another key area to address. Allowing employees to retire after 20 to 22 years of service with full benefits could balance retaining experienced workers and creating opportunities for younger generations. Additionally, flexible retirement options could encourage voluntary retirement, enhancing workforce mobility and reducing job stagnation.
Reforming age limits in employment requires a careful balance between creating opportunities for younger generations and retaining the valuable experience of older workers. Long-term reforms in education and vocational training are essential to address skill mismatches in the job market. Expanding job opportunities and developing new fields are crucial to accommodate the growing number of young job seekers, fostering a more dynamic and inclusive workforce. Policymakers must seize this moment to act decisively and innovate. Addressing age limits and recruitment challenges is not just about solving today’s problems but about laying the foundation for a resilient future. With a phased approach to extending age limits, combined with transparent recruitment practices, targeted pension reforms, and job mobility regulations, Bangladesh can support both current and future workers, ensuring that the job market evolves with the times. Bold, forward-thinking reforms can create a balanced workforce where experience and innovation thrive together, ultimately driving national progress.
Mohammad Rakibul Hoque is a Research Associate of the University of Chittagong, Chattogram. He can be contacted by email at: rakib.mscu@gmail.com
