The job posting requirement stating "no applicants over 35 years old" is no longer surprising and is often shared humorously on social media. However, behind these jokes lies a concerning reality: workers over 35 are facing invisible barriers in the job market. According to a survey by the Ho Chi Minh City Center for Labor Market Forecasting, in 2024, workers under 25 make up 60.47% of the workforce, those aged 25–34 account for 34.59%, while the 35–49 age group comprises only 4.94%. This raises an important question: Is age truly the determining factor for success in the workplace?

Many businesses believe that workers over 35 struggle to adapt to new technology and tend to demand higher salaries. While younger employees bring advantages such as dynamism and quick adaptability, mid-career professionals offer distinct strengths: a solid professional foundation, strong problem-solving skills, and effective management experience.

In a rapidly evolving technological landscape, the seasoned experience of mid-career workers equips them to handle workplace pressure and unexpected challenges without being overwhelmed by constant change. This is an asset that cannot easily be replaced by technical skills alone.

Reality has shown that age is not a barrier to success. Many businesses have recognized the immense value of mid-career workers. They understand that success is not determined by age but by actual competence, work ethic, adaptability, and creativity. As a result, they prioritize a multigenerational workplace where employees of all ages have opportunities to grow and contribute. Young workers can learn from the experience of previous generations, while mid-career professionals can acquire new skills from younger colleagues. This creates a "win-win" model that benefits both sides.

Each generation brings unique strengths. Creating a workplace where different generations can learn from one another not only maximizes individual potential but also harnesses collective synergy, fostering a dynamic, innovative, and sustainable workforce. In the era of digital transformation, businesses can only thrive if they effectively leverage age diversity within their teams. Rather than focusing solely on recruitment strategies, companies should view generational integration as a key factor for long-term success. To achieve this, businesses must implement age-inclusive training programs while encouraging knowledge-sharing and collaboration across generations within their organizations.

Many countries have also recognized the importance of middle-aged workers and have implemented policies to protect their rights. In Japan, the Employment Stabilization Law for Older Persons, enacted in 1986, required businesses to retain employees until the age of 65, with the threshold raised to 70 in 2020.

The United States introduced the Age Discrimination in Employment Act (ADEA) in 1967, which protects workers aged 40 and above from discrimination in hiring, promotion, and workplace conditions based on age. Singapore has adopted a series of practical policies to maximize the potential of its middle-aged workforce. One standout initiative is the SkillsFuture Singapore (SSG) program, launched in 2015, which promotes lifelong learning opportunities for all citizens.

In Vietnam, establishing a legal framework to prohibit age discrimination in recruitment and support skill retraining for middle-aged workers is essential. At the same time, encouraging businesses to hire employees over 35 through tax incentives or financial support can make a significant impact. Developing flexible employment models, such as remote work or part-time positions, would enable middle-aged workers to adapt more easily to market changes while also helping businesses optimize work efficiency.

The labor market is undergoing a profound transformation. The rapid advancement of technology and the accelerating pace of digital transformation have fueled a global wave of workforce reductions. This trend is not unique to Vietnam but is part of a broader global shift. According to a recent survey by the World Economic Forum (WEF), approximately 41% of companies worldwide anticipate reducing their workforce within the next five years due to the rise of AI.

In a labor market that is evolving daily, the key factor is not age but actual capability and work attitude. Whether over 35 or at any stage of life, all workers must continuously upskill, proactively learn, innovate, and swiftly adapt to the ever-changing market landscape. Flexibility and creativity are the keys to maintaining one's position in the workforce, regardless of career stage.

Reporting by HOAI NHU – Translating by HONG VAN