"Hiring: applicants aged up to 35 years only."
Job postings with "age limits" are commonly seen in Thailand. This may be why many hesitate to change careers or overthink when switching jobs. Yet, people aged 30 to over 40, who possess experience and expertise, remain highly sought after by companies.
This raises the question: how significant is "age" in job hunting amid today’s economy? Does getting older increase the risk of layoffs? And how should we plan our lives to handle uncertainties?
Checking job websites, many ads limit applicants to under 35, usually for operational or entry-level roles. Many say age isn’t the main issue—it’s expertise, career field, and market demand that matter more.
However, research data shows otherwise. The OECD’s "The Midcareer Opportunity" report finds that the older the applicant, the less likely employers are to hire them, especially those aged 45 and above. The lowest hiring rates are among those aged 55-65, at just over 13% of respondents, followed by those aged 45-54 at 35%.
Is this good news? The 30-44 age group is most preferred by employers at 47%, followed by 20-29 years at 39%. It is believed that people aged 30-44 can better adapt to new technologies and leverage experience to innovate compared to those 45 and older.
In Thailand, the economy’s slow growth and general downturn have left many feeling financially insecure. Those with permanent jobs tend to cling tightly to them. Observers are watching for a potential wave of mass layoffs in 2026, given the frequent recent news of business closures and job cuts.
However, employment depends not just on workers choosing jobs but also on employers willing to hire. Thailand’s National Economic and Social Development Council (NESDC) revealed that hiring trends are shifting amid 2025’s economic uncertainties. Many companies have adjusted employment models. According to a JobsDB survey, across all company sizes—especially large firms—the proportion of contract and part-time temporary workers rose to 28% in 2024, up from 4% previously. Part-time permanent staff also increased to 42% from 6% before.
Recently, several large organizations have launched Early Retirement programs for voluntary departure before age 60. For example, Kasikorn Bank opened such a program for employees aged 45 and older, sparking wide discussion about employers’ perspectives on this age group.
Why might people over 40 find it harder to get new jobs? Here are four observations for discussion.
1. Hiring Bias: Employers stereotype older workers as "hard to train, slow to learn" new AI or software.
2. Salary Deadlock: Longer tenure means higher salaries, while companies often prefer cheaper new graduates over paying for experience, focusing on cost-cutting rather than buying expertise.
3. Hierarchy Gap: Younger supervisors (Gen Z/Y) may feel uncomfortable managing senior employees due to Thai cultural respect norms.
4. Digital Displacement: Experienced Thai workers often occupy routine jobs vulnerable to replacement by AI and robots.
However, these four points may reflect only part of the perspective within Thai companies. While external job market factors are beyond individual control, we must focus on personal planning to cope with uncertainties.
Since uncertainty is constant, even if companies close or layoffs occur, life must go on. We should plan finances while still earning a salary.
First, check or build an emergency fund. Generally, saving enough for at least 6 months of expenses is advised. For those over 40 who may want to rest before finding a new job or have multiple responsibilities, 12 to 24 months of expenses should be set aside to cover transition periods.
Second, manage your retirement portfolio. Start by reviewing your social security rights, provident fund (PVD), or RMF/SSF accounts to see if they align with your retirement goals. If you aim to retire early at 45-50, calculate a lump sum covering expenses for the next 30-40 years, factoring in inflation.
Third, clear debts as soon as possible before retirement. Paying off home or car loans reduces monthly cash flow burdens, maintaining liquidity to handle life’s challenges.
Fourth, upskill to prepare for change. Consider additional income sources or learning new skills. Don’t wait until after layoffs to learn new technologies or sales skills. For those satisfied with current jobs, enhancing skills can help adapt to organizational changes. The tech skills you begin learning today might simplify your work tomorrow.
While work is a central life aspect, ultimately "money" helps you manage challenges more easily. Even if work doesn't choose you, if your finances are secure, life can continue.
Sources: OECD, NESDC
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